The MPC
Standing on the Shoulders of Giants
Lou Scott passed away on Saturday, January 14th, 2006. Who was this man?
Lou Scott was one of the giants of our industry. As Dr. Dan Posin once quoted Newton in Dr. Posin’s Giants:
“If I have seen further than others, it is only because I have stood on the shoulders of giants who have come before me.”
For those of us who train recruiters today, we stand on Lou’s shoulders.
Lou was the force behind many of the recruitment techniques for which Management Recruiters International (MRI) became famous. Thanks to Lou’s training and Alan Schonberg’s mastery of the franchise model, MRI grew into the largest search and recruitment firm in the world.
Lou’s Legacy: The MPC
Of all his contributions, one of Lou’s most enduring inventions was the MPC—or Most Placeable Candidate—marketing approach. Let’s explore how it works and why it still matters.
What Is a Most Placeable Candidate (MPC)?
Lou defined an MPC as a candidate who meets a specific set of criteria that makes them highly marketable. Here are the five core qualities:
- Marketable Skill
Not just a great skill, but one that gets attention. A brain surgeon has a valuable skill—but it’s not a door-opener for most hiring managers. - Realistic Expectations
An MPC understands real-world compensation, job titles, commute expectations, and relocation possibilities. They’re grounded, not chasing 20–50% raises. - Availability
They can interview during regular business hours and, if a match is found, can start within two weeks. No long delays. - Reference-Checkable
They must be professionally reference-checked, with at least three references and verifiable credentials. Degree checks are a must. - Respects the Recruiter
They treat you as a professional and don’t try to run your desk for you.
Secondary Characteristics of a Strong MPC
- Currently working and performing well but open to a better opportunity.
- Mid-level position, so hiring managers can see you can recruit up or down the ladder.
- Willing to check in daily at a pre-arranged time.
- Will not self-market or work with other recruiters during your presentation period.
13 Questions to Qualify Your MPC
Lou taught that the front-end qualification process determines whether an MPC is worth marketing. Here are the key questions:
- What happens in 2 months if you don’t have a new job?
- How long have you been looking?
- How many interviews have you had?
- How many offers and rejections? Why?
- What other opportunities are you considering?
- What is your deadline for accepting a new job?
- When can you interview in the next 3–5 days?
- Is there anyone in your family resisting this move?
- Have you given notice? If verbal, will you formalize it?
- Have you truly made the decision to move on?
- Has your family had a discussion and agreed?
- If you get a counteroffer, will you consider it? Why?
- If everything lines up—interview, offer—when can you decide?
Special Note: If you qualify hard on the front end, those answers will serve you on the back end.
Why the MPC Approach Works
Lou believed the primary goal of the MPC marketing call was to get a Send Out. Everything else was secondary.
But the MPC also enables you to:
- Build rapport with hiring managers
- Showcase your ability to present top-tier talent
- Avoid the dreaded “No Openings” response
- Potentially secure alternate Job Orders
Lou understood that each call should last between 2 to 5 minutes—long enough to build rapport, but short enough to make dozens of calls in a day. For serious companies with urgent needs, the calls may run longer. But for others, you move on quickly.
Addressing the Detractors
Some critics say, “You’re trying to market a candidate without knowing the job order.” But that misses the point.
The MPC is a conversation starter, a rapport builder, and a tool for demonstrating value. Lou would remind us:
“You sell what John Brown buys—when you sell through John Brown’s eyes.”
The MPC opens doors and builds relationships that eventually lead to placements.
Lou’s Vision
Lou loved this industry. He believed in the value of our service:
You offer to keep hiring managers informed of top-tier local talent forever, for free. Your only gamble is that one day, they’ll like someone enough to interview, hire, and make an offer. Only then is your service fee applied.
That is, in Lou’s words, the finest, most affordable service in the United States.
Thank You, Lou
Lou Scott was a giant in our industry. His wisdom, humor, and humanity touched countless recruiters and shaped the systems we still use today.
We will miss him dearly, but his legacy lives on in every MPC presentation made by those he trained—directly or indirectly.
God speed, Lou Scott. We miss you already.
About “The Simple Brilliance of…”
The Simple Brilliance of is a series of articles sharing insights and techniques from industry icons, based on Bob Marshall’s 25+ years of experience learning from the best minds in recruitment.