150 People Isn’t Enough: Dunbar’s Case for Using a Recruiter to Get a Bigger Network
TJ Kastning
Let’s be real.
You might think your network is big enough to fill open roles. You’ve been in the game for 15, 20, maybe even 30 years. You know people.
But here’s the truth bomb 💣:
You don’t know as many people as you think you do.
Not when it comes to hiring. Not when it comes to finding the right talent.
Blame it on Dunbar’s Number — the brain’s natural limit for relationships.
What is Dunbar’s Number? 🧮
British anthropologist Robin Dunbar found that humans can maintain stable social relationships with about 150 people. That’s it.
Not 1,500. Not 5,000 LinkedIn connections.
150 actual, real connections.
These are people you know well enough to trust. To call. To ask for a favor or a referral.
But when it comes to hiring skilled professionals — superintendents, estimators, PMs — 150 names won’t cut it.
Why Dunbar’s Number Wrecks Your Recruiting Efforts 🚧
Let’s say you’re looking to hire a top-tier construction superintendent. You tap your “network.”
Here’s what happens:
- You call a handful of people.
- You post the job.
- A few résumés trickle in.
- None are quite right.
- Weeks go by.
- Your team’s overwhelmed.
- Projects slow down.
- Morale dips.
All because your pool is limited to that Dunbar-sized circle.
You’re fishing in a pond when the real candidates are in the ocean 🌊.
Getting Beyond 150 Takes a Whole Profession 📞
Here’s the kicker:
Getting past Dunbar’s Number is so hard, it created an entire industry.
Recruiters don’t rely on 150 names.
They:
✅ Maintain warm relationships with thousands of candidates
✅ Know who’s open to new roles (even if they’re not looking)
✅ Understand timing, motivation, and culture fit
✅ Have systems, tools, and time dedicated to sourcing
It’s like trying to build a high-rise with a hammer and a handsaw when recruiters are using laser-guided equipment.
You could do it yourself… but why would you?
A Recruiter Doesn’t Just Add Names — They Add Leverage 🔧
Here’s what a recruiter brings that your network doesn’t:
🎯 Targeted Reach – Beyond the people you know, to the ones you should know.
⏳ Speed – While you’re running projects, they’re sourcing candidates.
🧲 Attraction – Top candidates aren’t applying to job boards. They’re being wooed.
🧠 Insight – They know what candidates are really thinking, not just what they post online.
Your time is valuable. Your team’s time is more valuable.
Dragging out a hire costs more than a recruiter ever will.
“We’ll Just Post the Job and See Who Applies” 🙄
Sure. You could do that.
And hope for the best.
And hope your next superintendent, PM, or estimator happens to be looking.
And happens to see your post.
And happens to apply.
Or you can stop gambling and start recruiting.
Here’s How We Help Construction Leaders Break Through Dunbar’s Wall 🧱
1. Evaluate your situation: We dig into the roles you need filled, your team dynamics, and what success looks like in your org.
2. Share our process: You’ll learn exactly how we find, vet, and present A-players in your market.
3. Decide if we’re a fit: No pressure. If it’s right, we roll. If not, you’ll still walk away with fresh insight.
👉 Schedule a 20-minute exploratory call with Ambassador Group
Stop Tapping the Same 150 People 🤏
It’s time to scale your talent strategy like you scale your jobs.
Let’s get past Dunbar’s Number.
Let’s build a pipeline that doesn’t run dry.
Let’s find the talent you don’t even know exists yet.
You’ve built a strong business. We’ll help you build the team to match 💪
