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Recruit with Devotion

Attract extraordinary people who screen for genuine understanding and commitment by approaching them personally, demonstrating specific comprehension of their work, accepting refusals as signals rather than rejections, and returning with evidence that each specific skepticism has been heard and addressed.

Why This Is Best Practice

Origin: In 207 AD, Liu Bei was a warlord without territory, his campaigns repeatedly defeated, his position dependent on borrowed hospitality. He had learned of Zhuge Liang — a scholar and strategist living in retirement at Longzhong who had never entered public service — and resolved to recruit him. Zhuge Liang was not seeking employment; he had no financial need, could choose any warlord, and had reasons to doubt Liu Bei's prospects. Liu Bei made three personal visits. The first two times, Zhuge Liang was "absent" — the standard screen of a person who does not receive everyone who presents themselves. Liu Bei waited, left, and returned. On the third visit, Liu Bei waited while Zhuge Liang napped, in the cold, refusing to wake him. When Zhuge Liang received him, Liu Bei demonstrated not only need but specific understanding — he articulated the strategic analysis of the Han situation with enough depth that Zhuge Liang recognized that Liu Bei would actually be able to execute on his advice rather than ignore it. Zhuge Liang entered Liu Bei's service. The recruitment produced the Longzhong Plan, the Three Kingdoms era's most celebrated strategic document, and Shu Han's entire subsequent strategy.

Adopted by: The three-visits pattern underlies the most significant recruitments in technology and creative industries. Steve Jobs's recruitment of John Sculley from PepsiCo began with a months-long courtship — multiple personal conversations, genuine engagement with Sculley's thinking, and the famous line "do you want to sell sugar water for the rest of your life?" — which was not a pitch but a direct articulation of what Jobs understood Sculley's deepest professional frustration to be. Reid Hoffman's recruitment of key LinkedIn executives, Sam Altman's recruitment of researchers to OpenAI, and Patrick Collison's personal engineering recruiting calls all follow the same structure: personal approach, demonstrated understanding of the target's specific situation and concerns, persistence through initial non-responses. The common pattern is that the recruiter subordinates their own status to demonstrate genuine regard for the recruit's — the powerful person comes to the person they need, not the reverse.

Impact: Extraordinary people receive many approaches. The first filter they apply is not "is this a good offer" but "does this person actually understand what they're asking me to do, and will they treat me as a genuine partner?" Standard recruiting processes — recruiter call, interview loop, offer — are designed to evaluate the recruit. The three-visits approach inverts this: the recruiter is being evaluated by the recruit for seriousness, understanding, and genuine need. The approach that passes this evaluation is the one that commits personal resources — time, attention, vulnerability — to demonstrating that the need is real and the understanding is genuine. This cannot be faked efficiently; it requires real engagement.

Why best: The alternative to recruit-with-devotion when pursuing extraordinary people who have alternatives is either (a) making a better financial offer — which works temporarily but attracts people who are motivated by money rather than by mission, and who will leave for better money — or (b) accepting that such people are not accessible to you. The three-visits approach creates a different selection: it attracts people who are motivated by genuine need and genuine respect, and who stay because those conditions continue to be met. The retention value of conviction-based recruiting compounds: people recruited through genuine devotion feel a reciprocal obligation that purely transactional recruitment does not create.

Sources: Chen Shou, Records of the Three Kingdoms 三国志 — "Zhuge Liang Zhuan" 諸葛亮傳 (280–290 AD); Luo Guanzhong, Romance of the Three Kingdoms 三国演义 (~1400 AD); Walter Isaacson, Steve Jobs (2011); Pink, Drive (2009)

Steps

Step 1: Identify the specific skepticisms — not the stated objections

Extraordinary people who are considering joining you have specific internal tests they need you to pass. These are often not stated as objections; they appear as distance, deflection, or generic non-interest. Map the probable skepticisms before the first approach:

Skepticism type	What it sounds like	What would address it
"You don't actually understand what you're asking me to do"	"I'll think about it"	Demonstrate specific comprehension of their domain at depth
"You won't actually let me do the work properly"	"I'm not sure it's the right time"	Show specific examples of how you've protected quality/autonomy before
"The mission isn't real — this is just positioning"	"I have other commitments"	Articulate the specific problem you're solving with enough precision that they recognise it
"You'll lose interest or run out of resources"	No response	Demonstrate persistence through the approach itself
"I'll be subordinated to people who don't understand my work"	"I'm happy where I am"	Describe the specific decision rights and reporting structure

The stated objection is rarely the real one. The first approach reveals the actual test; address the actual test on the second approach.

Step 2: Make the first approach personal, specific, and non-demanding

The first approach establishes what kind of recruiter you are:

• Personal: You — not a recruiter, not an assistant, not an email from HR. The person who will actually work with them makes the first contact.
• Specific: Reference their actual work, their actual situation, their actual thinking — not the generic "we're looking for great people" pitch. Demonstrate that you have studied what they have done and understand its significance.
• Non-demanding: Do not ask them to do anything on the first approach. No "would you take a call?" No "can we schedule some time?" Express interest and understanding, and let them respond on their terms.

Liu Bei came in person and waited. The visit itself — without demands — was the communication. In modern contexts: a detailed written message that demonstrates genuine understanding of their work and explains why it is specifically relevant to what you are building, followed by no ask, is the modern equivalent. The first approach is about you demonstrating your seriousness, not about extracting a commitment.

Step 3: Accept the first non-answer as a signal, not a rejection

Extraordinary people who are screening candidates do not reject on the first approach. They create distance to observe how the recruiter responds. A non-answer — delayed reply, vague interest, deflection — is information:

• The approach was received but the demonstration was insufficient
• The specific skepticism that matters has not yet been addressed
• The recruiter needs to demonstrate more before the conversation is worth having

Do not increase the offer. Do not send a follow-up requesting a response. Do not show impatience. Use the interval to determine which demonstration would address the skepticism the first approach revealed — and prepare it.

Step 4: Return with the specific demonstration the first approach identified

The second approach is not the first approach repeated with more emphasis. It addresses the specific test the first approach revealed:

• If the skepticism was "you don't understand my work": prepare a specific analysis of their domain that shows deeper comprehension than the first approach
• If the skepticism was "you won't let me do the work properly": bring a specific example, an existing team member who can speak to working autonomy, or a concrete governance structure
• If the skepticism was "the mission isn't real": bring evidence of progress, specific customers, a board that demonstrates commitment to the mission

Each approach must make the person harder to remain skeptical toward. Liu Bei's second visit included waiting again — demonstrating that his interest was not a momentary impulse. His third visit included waiting while Zhuge Liang slept — demonstrating deference to the recruit's time and comfort over his own.

Step 5: Repeat until genuine closure — commitment or definitive refusal

The number of approaches required is determined by the number of distinct skepticisms the person has, not by an arbitrary count. Three visits is the pattern, not the rule.

The cycle ends at two points:

Genuine commitment: The person says yes and articulates, explicitly or implicitly, why they are choosing to join. The articulation should reflect the specific concerns you addressed — not just "the offer was good" but "I'm convinced the mission is real" or "I trust that you understand what's required."

Definitive refusal: The person explicitly closes the door — not a deflection, not distance, but a clear statement that they are not interested. This is different from the screening non-answer. A definitive refusal is genuine information: either the fit is not right, or there is a specific condition you cannot meet. Respect it.

Do not confuse screening distance (which invites persistence) with genuine refusal (which does not). Persisting past a genuine refusal destroys the relationship and any future possibility.

Step 6: Deliver on what the devotion implicitly promised

The recruit-with-devotion process creates an implicit contract: the extraordinary person who allowed themselves to be recruited through genuine devotion expects the conditions that made the recruitment believable to persist. If the approach demonstrated:

• Genuine mission commitment — the mission must remain genuine
• Autonomy and respect for their expertise — the working relationship must reflect that autonomy
• Personal engagement from the leader — the leader must remain engaged, not delegate to a manager
• Understanding of their specific domain — the leader must continue to demonstrate that understanding

Failure to deliver on these implicit promises is the most damaging outcome of the three-visits approach — more damaging than if you had never recruited them, because it retroactively reveals that the devotion was instrumental rather than genuine. Extraordinary people recruited through devotion who experience the implicit promises being broken leave publicly and completely, and they tell their networks.

Rules

• Never send an envoy for the first contact. The three-visits approach requires personal engagement from the person who will actually work with the recruit. Delegating the first contact to a recruiter, an executive assistant, or an intermediary signals that your interest is not genuine enough to commit your own time.
• Address specific skepticisms, not generic appeal. Each approach must demonstrate something specific in response to what the previous approach revealed. "We'd really love to have you" repeated multiple times is not the three-visits pattern — it is noise that signals you are not listening.
• Do not increase the financial offer as a substitute for the specific demonstration. Financial escalation addresses the wrong test. The extraordinary person who is screening for genuine understanding and commitment will correctly read a financial escalation as "they do not know how to demonstrate what I actually need." It reduces rather than increases the signal.
• Distinguish screening distance from genuine refusal. Persistence through screening distance is appropriate; persistence past genuine refusal is harmful. The signals differ: screening distance is imprecise and creates space for follow-up; genuine refusal is specific and closes the door explicitly.
• Do not use understanding as a technique. Demonstrating genuine comprehension of the recruit's work and situation cannot be faked efficiently — the depth required is incompatible with performance. If you find yourself researching someone's work primarily to display the research rather than to actually understand it, the approach will be legible as performative. Genuine comprehension comes from genuine interest in the recruit's work.
• Deliver the implicit contract. Once the person has joined on the basis of what the devotion demonstrated, the working relationship must reflect what was signaled. Track the implicit commitments made during the recruitment and treat them as binding.

Examples

Steve Jobs recruiting John Sculley (1983): Jobs spent months engaging Sculley in substantive conversations about consumer psychology, brand building, and the future of personal computing — not about the PepsiCo CEO role or what Apple could offer him. Jobs demonstrated specific understanding of Sculley's professional concerns: that Sculley had built a great marketing career but had not yet built something that would define a generation. The line "do you want to sell sugar water for the rest of your life?" was not a pitch — it was an articulation of the specific skepticism Jobs believed was blocking Sculley ("is this work actually meaningful?"), delivered with enough precision that Sculley later described it as the moment he knew Jobs genuinely understood what mattered to him. The three-visits pattern compressed into the conversation.

Recruiting a principal engineer from a large technology company: A Series B startup needs a principal engineer who can define its technical architecture. The target is a staff engineer at a large company, comfortable, well-compensated, and skeptical of startup instability. The standard approach (recruiter email, Glassdoor listing, offer package) produces no response. The founder instead: (1) sends a personal message demonstrating specific knowledge of three open-source contributions the engineer made and explaining how those specific technical decisions are relevant to the startup's architecture problem; (2) waits two weeks without follow-up; (3) when the engineer responds with non-committal interest, suggests a technical conversation about the specific problem — no ask to join, only to discuss the technical challenge; (4) after the conversation, sends a detailed written summary of what the engineer said and what the founder took from it, demonstrating comprehension; (5) invites the engineer to a design review. By the fifth interaction, the engineer has observed that the founder understands the domain, respects their expertise, and runs a disciplined technical process. The joining conversation follows naturally.

Attracting a marquee board member: An early-stage company wants a specific industry executive as a board member — someone whose name signals credibility to enterprise buyers. The target has been on several boards and is selective. The founder: (1) identifies through mutual connection a specific issue the target has written about and sends a detailed message engaging that issue — no mention of the board role; (2) when the target responds, requests a conversation about the issue — still no ask; (3) in the conversation, raises the specific challenge the company faces in that domain and asks for the target's analysis; (4) follows up with a memo incorporating the target's analysis and attributing the insight specifically; (5) after several conversations, makes the board request — framed as "we need someone who understands X specifically, and your analysis of Y has been the most accurate perspective we've encountered." The target joins because they have observed that the founder listens, incorporates feedback, and has a genuine specific problem the target can help solve.

Common Mistakes

Delegating the approach: Sending a recruiter for the initial contact when the recruit will be working directly with the founder or leader. Extraordinary people who are screening for genuine devotion will register that the person who needs them did not think the approach was worth their time. This is the earliest possible signal that the working relationship will not reflect the devotion being claimed.

Repeating the same approach with higher stakes: Making the second and third approaches identical to the first, only with a better offer or more urgency. This demonstrates that you did not listen to what the first approach revealed about the recruit's actual test. The test is for comprehension and specific responsiveness; repetition with escalation fails both.

Confusing genuine closeness with screening: Pushing past explicit refusals because the recruiter believes the recruit "just needs more convincing." Genuine refusals must be respected. Failure to distinguish them from screening distance is both ineffective and damaging to the relationship that would make a future approach possible.

Recruiting without being able to deliver the implicit promise: Approaching an extraordinary person who values autonomy and deep technical work, demonstrating understanding of those values — and then structuring a role that subordinates them to a non-technical manager. The recruit who joins under these conditions will leave as soon as the implicit promise becomes obviously broken, and will tell their network what happened. The three-visits approach creates a binding implicit contract; only make it if you can and will honour it.

Treating demonstrated understanding as one-time performance: Investing in genuine comprehension of the recruit's work during the approach, then failing to maintain that comprehension in the working relationship. Extraordinary people recruited through genuine understanding expect that understanding to continue. The relationship that the devotion created is maintained by continued engagement with their work, not by the fact of the initial recruitment.