Real Smart people

Albert Einstein and …. Yogi Berra??  Are you kidding?


What can they possibly have in common to warrant a place together in our limited “Hall of Fame” of Smart People?  Well for one, all of them were unknown gems who at first flew unnoticed under the radar and were eventually found by a good recruiter (or scout as the case may be).


Einstein was a school drop out for a while, the only graduate in his class without a job offer, thought about selling life insurance – yes, life insurance, and worked in a patent office …. Steve Jobs dropped out of college, was fired from Apple, before coming back to create iEverything.  And Yogi?  TEN (yes 10) World Series Championships as a player,  more than anybody in history, and three times elected the American League’s Most Valuable Player.  Investor’s Business Daily cited him as one of the most astute former athletes turned businessman ever – now that’s called being a winner!).  Wouldn’t you want someone like that on your team?

And what about Mr. Spock – would you kick him out of your science lab?

It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.

 - Steve Jobs

The measure of intelligence is the ability to change

- Albert Einstein

When you come to a fork in the road... take it.

- Yogi Berra

One of our AI clients once told us they only wanted one thing from us in the candidates we presented:  They must only be recruited away from one of the top 4 (widely recognized) tech companies in the country, and they had to be graduates of only, Yale, Harvard, Cal Tech or M.I.T.  – with a 4.0 GPA to boot.  How sad.  NO ONE in our Smart (and wildly successful) People Hall of Fame would have made the cut, and Messrs. Gates, Allen, Dell, Zuckerberg, Ellison, and Mr. Jobs’ friend Wozniak, all college dropouts, also would have been passed over.


The above are all very excellent schools and were fine companies you could probably guess.  But success and intelligence have many more facets beyond the parameters we were given.  Which is kind of why we founded Cognitive Recruiting the way we did.  Excellence in sourcing, recruiting, interviewing:  Yes.  But also coupled with extensive clinical background in assessing and conceptualizing candidates beyond just superior intellectual ability or IQ, tailored to the specifics you are looking for:  drive, ambition, achievement, (winning) attitude, perseverance, motivation, leadership (& potential) and creativity to name a few.


And no, we don’t utilize tests (unless requested) like many others might, our psychologists have a combined background of literally over a thousand individual assessments and clinical practice hours -- with adolescents and adults, undergraduate and graduate students, business leaders, college and pro athletes, learning disabilities, gifted LD and ADHD -- to draw upon in making our educated clinical judgements and recommendations.


By the way, we did find their client – but had to pass over some really exceptional talent to meet their criteria. 

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