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Alert organizations find clever ways to widen their net without wrecking the careful checks and balances involved in a conventional hiring system.

Figuring out how to catch those early stirrings of promise is a marvelous, maddening obsession for any organization that wants to win in the talent hunt.

For smaller organizations – especially those with limited spending power – sheer economics may force them to concentrate on the long tail of talent.

[Smaller organizations] need to adopt more of a guerilla strategy, picking up nonobvious talent that larger rivals can’t be bothered to pursue. And sometimes, that can work out quite well.

…as organizations get bigger, the outer edges of their scouting systems need to be as lean, comprehensive, and efficient as possible.

If top performers don’t feel tied into the organization that hires them, all their marvelous potential may be useless.

…benchmark organizations hardly ever coddle their stars. Instead, they set huge goals and run the hardest auditions.

Talent-rich organizations know this. They cater to people who are always looking for harder challenges, bigger arenas, and greater mastery.

Talent flocks to organizations that can sustain a strong sense of purpose.

If the organization’s message is especially inspiring, remarkable people will clamor for the chance to do even the hardest, most poorly supported tasks.