The Real Challenge Isn’t Finding Talent, It’s Building a Talent Sourcing System That Never Stops

Patrick Ryan, a CEO who grew his company from a small start-up into a $13 billion powerhouse, attributes much of his success not to chance, but to always being in talent-seeking mode. Instead of waiting for an open job to panic and ask HR for resumes, Patrick routinely asked everyone he met—not just at work, but at industry events or in line for coffee—'Who are the most talented people you know that I should hire?' He kept a running list of promising names, called them regularly, and stayed top of mind even when he didn’t have a role open.

This then spilled into his company’s culture: managers at all levels were expected to do the same, constantly building a live network of 'A Player' candidates rather than relying on job ads or luck. Employees joined the hunt too, earning rewards for every successful referral. Over time, Patrick and his team built a talent pipeline so strong that, when a position opened—or the company needed a new CEO—they didn’t need to scramble. They already knew who to call.

Behavioral science supports this slow-and-steady strategy: consistent, proactive networking multiplies your chance of finding high performers before you even need them—much like how elite sports coaches are always recruiting, not just filling gaps at the last minute. The key isn’t a one-off effort, but discipline and persistence. The reward is not just stronger hires, but a culture where everyone is invested in excellence.

Grab a piece of paper or open your phone, and make a list of the ten most capable people you know. This week, contact just one—maybe it’s a former colleague, a mentor, or even a long-time friend. Ask them directly for recommendations of other talented people and keep adding names as you go. Encourage your current team to do the same; you’ll be amazed at how quickly your potential network expands. Book a recurring weekly time to nurture these connections, and soon, you’ll never have to rely on last-minute hiring again.