Early on in my career when I was responsible for Nortel Networks recruiting I was approached by top sales executives to find out how I could help them win a key telecom account worth millions possibly billions in revenue.
The account was held by Cisco and the customer loved the Cisco sales executive and sales engineer that supported them. The team, lets call them Doug and Jim to protect their identity could not be pried to leave Cisco. They loved the culture, pay and healthy stock and bonuses they were receiving. No way would they come to Nortel.
So my team and I devised a plan to ensure Nortel would win the key customer account. We let our suppliers, partners and co-petitors know about these great resources and sure enough within two months both Doug and Jim had flown the Cisco coop for greener pastures with a smaller start up who could offer them what we at Nortel could not. Nortel’s sales team then walked in and took over the largest part of the account resulting in millions of extra revenue for the following years. This is a great example of an attack/disrupt strategy that allows a recruiting team to help their business to compete and make more money. Your clients will love you and come to you for many future business initiatives.
The moral of the story is just because you cannot recruit some top talent for your own company does not mean that they cannot be pried away by some other means to support your company’s goals.