If there’s a defining characteristic of the Trilogy Alumni network, I think John Lilly put it best: it is all about the people. If you ask a Trilogy alum about how they plan to build a great company, you can count on them to start with a plan to hire the best talent. When you talk to Indeed.com, their worldwide recruiting process is forefront. When you hire a Trilogy alum as a director of engineering at Facebook, they revamp your recruiting and on-boarding. When you start a satellite office in Austin and hire an alum, they start by setting up the recruiting machine. Trilogy alumni know about great people and great recruiting processes, and experiences. Recruiting and building companies around great people is in our DNA.
A measure of the power of recruiting, is the psychological effect it had on Steve Ballmer. In the video below, from 2010, he brings up Trilogy recruiting out of the blue. It is still on his mind 10 years later, the way Trilogy would beat Microsoft recruiting time and time again. He cited beating his 2010 contemporaries more than 50% of the time, but he didn’t make that claim against Trilogy – it wouldn’t have been accurate. There was no reason for him to bring it up. But the recruiting we did in the 90’s was the stuff of legend for a company our size.
Also, you can see why Microsoft was having trouble connecting with college recruits in 2010. The answer to the question posed was one of substance and relevance, not winning percentages and legacies.