But first, Dell has to get those high-powered recruits through the door for an interview. The process typically starts with a cold call: "Hi, I'm calling from Dell. We're constantly searching for great people, and you've been recommended to us." Esparza never forgets the kinds of people he's recruiting: busy CEOs, presidents, and vice presidents, who don't have a lot of time for chitchat, but who are intrigued by the prospect of new challenges. "What gets people excited is an environment in which we're growing our business at 40% a year, particularly if they're working somewhere that's flat," he says. "Pair that with the huge autonomy streak on our executive side, and people get turned on: 'Okay, tell me more.' We simply want to pique their curiosity."

Esparza spends so much time conducting phone interviews that his headset seems to be part of his everyday attire. His easygoing demeanor belies his hectic schedule. Clearly, he's someone who enjoys a good conversation -- especially with the movers and shakers he calls every day. "You get a little addicted," he says. "When you get to the end, there's an adrenaline thing: 'Come on, baby, just close.' "

Esparza has recruiters eavesdrop on his approach. He has them meet regularly as a group to share their best practices. New hires complete a survey about their recruitment experience to give Esparza and his staff feedback. "We want to be very honest and realistic about what it's like to work here," he says. "It's a very well-crafted, professional way of getting people interested."

It's a Family Affair

Dell doesn't just recruit candidates; it also recruits their families -- because relocating often affects more than just one person. In many cases, the decision to come to Dell involves matters unrelated to work, such as finding the right school, house, medical specialist, synagogue, or even ice-hockey team. "My son is a Junior Olympian, and I need to know what the hockey situation is in Austin," one recent recruit told Esparza. "That's a big decision maker for me." So Esparza contacted a hockey parent at Dell, who put him in touch with the local youth-league president, who in turn agreed to meet the candidate in person. That candidate wound up taking the job.

Esparza talks to candidates' spouses all the time. When a candidate and his or her spouse visit Austin, Esparza and his wife often have the couple over for dinner. By doing research on the city, and by making hockey coaches and realtors part of the recruiting process, Esparza is prepared to address whatever relocation issues might prevent someone from coming to work for Dell.

He knows that there's a fine line between personal attention and excessive pressure, but he believes in creating a sense of momentum during recruitment. A quick response to a question keeps that momentum going and nudges a candidate closer to deciding in Dell's favor. If Esparza senses that the momentum is waning, he might send flowers or candy -- or he might even hop in a car or on a plane -- to remind a recruit of what Dell has to offer: Opportunity. Growth. Rewards.

That kind of attention helps recruiters build a relationship with candidates -- a rapport that becomes crucial when counteroffers start hitting the table. The employer of one recruit flew its CEO in from Europe to counter Dell's offer with a $75,000 raise on the spot. The recruit wavered, and the Dell recruiter, who had coached him on what to expect, asked him to consider one question: As sweet as the extra money might be, has anything changed about the job itself?

That sealed it: another victory for Dell in the war for talent, and another reason for Esparza to jam on the bell in Round Rock.

"We feel that we have an organization that's making history here," he says. "But we realize that our future depends completely on continuing to bring in great people -- more and more of them. So all of the extra attention that we give them in recruiting -- the personal touch -- that's absolutely genuine. We want them, and we are willing to do a lot to get them."

Chuck Salter (csalter@fastcompany.com), a Fast Company senior writer, is based in Baltimore. Contact Andy Esparza by email (andrew_esparza@dell.com).

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