Long-Game Talent Orbit
Build relationships with exceptional people before an opening forces you to recruit.
- Difficulty
- Moderate
- Time to result
- ~ongoing to results
- Steps
- 5
- Confidence
- 90%
The Talent Orbit is a long-term recruiting model in which a founder continuously notices, follows, and maintains relationships with unusually capable people. Entry into the orbit is based on observed signals such as ownership, professionalism, responsibility, communication, and consistent execution. Instead of waiting for an opening, the founder follows these people’s careers and engages naturally over months or years. When a suitable role appears, outreach is personal and grounded in specific observations about the candidate’s work. If timing prevents a hire, the relationship remains open rather than becoming a failed transaction. The model produces a warmer, better-understood candidate pipeline and reduces dependence on rushed recruiting, although formal assessment is still required before anyone is hired.
Origin
Extracted from The Jasmine Star Show, where Jasmine described following strong professionals for years and personally approaching them when an appropriate leadership role emerged.
Core principles
- 01Notice exceptional ownership wherever it appears.
- 02Track strong people before you have a vacancy.
- 03Maintain genuine, low-pressure relationships over time.
- 04Treat an initial rejection as timing information rather than permanent closure.
- 05Recruit from a trusted orbit before relying solely on cold applications.
How to run it
- 1
Spot exceptional ownership
Notice people who treat projects with unusual care, responsibility, and professionalism even when they do not own the business.
Pro tip Watch how they handle details, communication, and accountability when no one is prompting them.
Watch out Do not mistake charisma or appearance for demonstrated ability.
- 2
Capture the evidence
Record what the person did that impressed you and which future roles their strengths might fit. Specific observations make later outreach credible.
Pro tip Note outcomes and behaviors, not just a vague impression that someone is talented.
Watch out Avoid collecting personal information that is irrelevant to employment.
- 3
Follow their trajectory
Stay aware of career moves, expanding responsibilities, and public professional updates over time. Engage genuinely without manufacturing a vacancy or making premature promises.
Pro tip Occasional authentic encouragement is more effective than constant contact.
Watch out Respect boundaries and avoid turning relationship-building into intrusive surveillance.
- 4
Match opportunity to person
When a relevant role emerges, compare its mandate with the person’s demonstrated strengths before reaching out personally.
Pro tip Explain precisely what you have admired and why the opportunity appears aligned.
Watch out Do not invent a role solely because you like someone unless the business can support it.
- 5
Preserve the relationship after no
If timing or circumstances prevent a move, celebrate the person’s current success and explicitly leave the door open for future alignment.
Pro tip Ask for permission to reconnect rather than repeatedly pursuing them.
Watch out A respectful long game must never become pressure disguised as persistence.
In the wild
Jasmine worked with an agency contact who acted with ownership and professionalism throughout a long project. She followed the person’s subsequent career and later recognized that the individual might fit the operator role she was creating.
→ A trusted former collaborator became a warm executive prospect rather than an unknown applicant.
When a preferred candidate could not leave her current company, Jasmine respected the decision and asked to be considered if the candidate later wanted a different opportunity.
→ The immediate vacancy remained open, but the high-value relationship and future hiring possibility were preserved.
Common mistakes
Waiting until the vacancy exists
Starting from zero under deadline pressure encourages shallow assessment and premature compromise.
Following without genuine engagement
Silent observation alone does not create a relationship or give the person a reason to trust later outreach.
Treating persistence as entitlement
A future-oriented relationship must respect the candidate’s present commitments and right to decline.
Is it for you?
Best for
It is best for founders who expect future leadership needs and are willing to cultivate relationships patiently.
Not ideal for
It is not ideal for filling an immediate high-volume vacancy when no relevant talent network already exists.
From the transcript
“Am I a creep? Maybe. Or am I just a long term recruiter? It's a long game, y'all.”
“I collect smart people.”
“So I am sharing with you how I collect really talented people in my orbit and I just watch them.”
From the episode
How I’m Wooing My Next Executive Hire; Building a Dream Team Starts with THIS