At a recent Vista Mastermind Group, someone asked a question I’ve heard a few times over the years: “Why doesn’t Vista do headhunting?”
It’s a fair question, and one I’m happy to set the record straight on. In case you missed it, I had a pretty big title change this past year. I went from Director of Talent Acquisition to Chief Relationship Officer. This change speaks to the heart of what we believe at Vista about building great teams.
So, let’s talk about why we stepped away from recruiting and, more importantly, how our journey can help your firm tackle one of its biggest pain points: hiring and keeping the right people.
First, let me be transparent, because that’s a core value here at Vista. We never did “headhunting.” The word alone makes my skin crawl.
What do headhunters do? They actively poach people, luring them away from their current jobs with the promise of a bigger paycheck or shinier perks. Is it wrong? Not necessarily. But it raises a few red flags for me. If someone is willing to jump ship for a slightly better offer, what’s stopping them from doing the same thing to you when the next firm comes knocking with a bigger check? That revolving door benefits no one.
It also makes you question the firm relying on that tactic. What does it say about a company that its main strategy for attracting talent is just throwing money at the problem? Compensation matters, of course, but it’s not the glue that holds a great team together. Culture, leadership, and purpose matter more.
At Vista, we always approached hiring differently. We weren’t out there poaching. We were helping firms post openings, screen candidates, and hire with intention. There’s a big difference.
To be blunt, we got our noses bloodied one too many times. When a new hire didn’t work out, we’d sometimes hear things like:
“You owe us another person.”
“But you said this person was a good fit!”
If I’ve said it once, I’ve said it a million times: Every hire is a risk.
Unlike a product you can buy with a money-back guarantee, people aren’t commodities. You can’t return them for a refund if things don’t work out. A candidate can have a flawless interview and an exceptional resume and still not be the right fit once they’re on the job. We don’t know how they will truly act or perform until they are in the role.
However, that time in the talent acquisition trenches wasn't wasted. We learned a lot about what works and what doesn't. And when it worked, it worked beautifully. Those successes taught us some powerful lessons that can help you build a team that sticks.
Our most successful placements weren't a matter of luck. They were the result of specific conditions being in place at the firm. These are the pillars that support a strong hiring and retention strategy.
How can you catch the right fish if you don’t know what you’re fishing for? The firms that struggled with hiring were often the ones rushing to fill a seat without defining what success in that role actually looks like. They might say they need an intake specialist, but they haven’t taken the time to map out the specific tasks, characteristics, and outcomes required.
The firms that nailed it started with clarity. They invested the prep work to define expectations before ever posting a job. They knew what they were looking for, which made it much easier to find the right person.
Here’s a truth we’ve seen proven time and again: Culture trumps experience every time.
Our services worked best when a firm had a well-defined plan for its new team members. They didn’t just throw someone into the fire and hope for the best. They had intentional onboarding processes and robust training programs designed to shape new team members into true brand champions.
Think about it. When you invest in a new hire from day one, you’re showing them they are valued. You're treating them with the respect they deserve. You’re molding them in your firm’s way of doing things and getting their buy-in from the very beginning. Those are the team members who stay, grow, and elevate everyone around them.
This last point isn’t meant to be a sales pitch, but it’s an undeniable truth we observed. Our success rates skyrocketed after we conducted a Vista Needs Assessment for the firm.
Why? Because our on-site assessments gave us a deep understanding of the firm’s nuts and bolts—the processes, culture, team dynamics, and long-term goals. With that knowledge, we could identify candidates who would be a genuine fit... both in theory and in practice.
This deep dive also created a moral compass for us. There were times when, knowing what we knew about a firm’s internal culture or operational chaos, we couldn’t in good conscience recruit someone to work there. That realization was a major turning point, clarifying that our true value wasn't in filling seats, but in helping firms build an environment worth joining in the first place.
The Mastermind conversation eventually led to another question I hear constantly: “Where do we find people who actually want to work?”
After thinking about it, I believe that’s the wrong question. It frames the problem as an external one, like there is a shortage of "A+ candidates" out there in the world. But what if the solution isn't about finding a secret platform where all the great people are hiding?
Maybe the better question is this: “How can we become the kind of firm people want to work for?”
What if you shifted your focus inward? Instead of chasing people, what if you focused on building a firm that naturally attracts them?
If you’re struggling to hire or retain good people, it might not be the people. The problem might be rooted in your processes, your leadership, or your culture.
We don’t see team members as products or cogs in a machine. We see them as people with potential. Our role is to help you create an environment where that potential can flourish.
This is why my title changed. My focus and passion are now squarely on building relationships…with you, your leadership team, and the people who will drive your firm forward.
So, are you vulnerable enough to let us take an honest look under your firm's roof? We can help you work through the kinks, refine your systems, and build a culture that attracts the right people. They'll shine and they'll stay because you are intentionally investing in them. When you get that right, you don't have to hunt for talent. They’ll come to you.
That’s what we do. That’s Vista.
