Talent Acquisition: You’re Not Building a Cult, You’re Hiring a Team

Have you ever read a job description and thought, Wait… am I applying for a job or joining a religious movement?  

"At [Company Name], we are more than a business—we are a sacred mission! We don’t just work; we evangelize. Join us as we transform the world with our groundbreaking, industry-shattering, life-altering innovations!"  

…Okay, but do you offer dental?  

Where Does This Evangelical Attitude Come From?  

This kind of true believer energy usually starts at the very top—the CEO. Many founders and executives see themselves as visionaries leading a revolution, demanding not just employees, but disciples. And that mindset trickles down into job descriptions, making them sound less like employment opportunities and more like recruitment into a secret order.  

But here’s the problem: Great candidates don’t want to pledge allegiance to a company manifesto. They want clarity, purpose, and, you know, a job.  

Talent Acquisition: The Therapists of the Corporate World  

Most talent acquisition specialists know better. They’ve spent years on both sides of the hiring process—helping organizations grow and helping individuals find meaningful work. They understand that hiring isn’t about converting people; it’s about connecting with them.  

That’s why a good talent acquisition strategy starts with organizational self-awareness. Before a company can attract the right talent, it needs to ask itself:  

- Are we presenting ourselves honestly, or are we just shouting grandiose claims into the void?  

- Do we want believers, or do we want professionals who can actually do the job?  

- Would we roll our eyes if a candidate spoke to us the way we speak in our job descriptions?  

Hiring Is Like Personal Branding—But for Companies  

Just like an individual needs to reflect on their skills, values, and goals before crafting a strong resume or LinkedIn profile, an organization must go through the same process. This isn’t just about throwing up a job posting and hoping for the best. It’s a medium-to-long-term process of defining the company’s identity, values, and role in the industry.  

This is where the Yoga Sutras come in (yes, we’re going there).  

According to the Yoga Sutras, self-awareness is the foundation of meaningful action. And an organization, like an individual, is a living organism—not just a collection of balance sheets, spreadsheets, and quarterly targets. Before you can attract people who align with your vision, you have to actually have a vision—one that’s grounded in reality, not corporate fantasy.  

So What’s the Fix?  

1. Work with your talent acquisition team to define your company’s actual identity.  

   - Not the evangelical version. The real one.  

2. Write job descriptions that are clear, engaging, and grounded.  

   - No “revolutionizing.” No “disrupting the fabric of reality.” Just tell people what the job is and why it matters.  

3. Think about how you’d react if a candidate used your tone.  

   - If a candidate said, “I am here to fundamentally transform your company and lead you into a new era of success,” you’d be concerned. So why write job descriptions like that?  

What’s Next?  

In future posts, we’ll explore how to craft job descriptions that actually attract talent (instead of scaring them off). Because hiring isn’t about creating followers—it’s about building teams.