We’ve all seen him: the guy with the sharp suit, the subtle charm, and the undeniable cool. Ryan Gosling. Whether he’s brooding in Drive, dancing across the screen in La La Land, or stealing scenes in The Big Short, Gosling has this uncanny ability to make everything he touches memorable. 

Ryan Gosling, beyond just being a heartthrob and versatile actor, is a master of balance. He’s the kind of professional who embodies key traits that can teach us all something about the world of talent acquisition and recruitment (told you it was tenuous).

Gosling may be known for his roles on the big screen, but his career holds valuable lessons for those of us in the business of finding and placing talent.

Mastering the Art of the Quiet Sell

Gosling’s charm doesn’t come from being loud or overtly aggressive.

He’s not the kind of actor who’s always shouting for attention, and that’s exactly what makes him so compelling. Whether he’s the cool, quiet stunt driver in Drive or the confident, cocky playboy in Crazy, Stupid, Love, there’s an underlying subtlety to his performance.

He doesn’t need to shout to be noticed.

Recruitment, at its core, is about selling opportunities. But, much like Gosling, the best recruiters aren’t the loudest ones in the room. It’s not about bombarding candidates with overly aggressive pitches or overwhelming clients with pushy sales tactics.

The quiet, confident sell often works better. The recruiters who really stand out are those who let their actions and insights speak for themselves. 

They understand that candidates don’t want to be sold to; they want to be engaged with.

When we talk to candidates, we need to take a cue from Gosling. Make the candidate feel like they’re discovering the opportunity themselves, rather than having it forced upon them. 

A great recruiter is one who can match a candidate to an opportunity not just by ticking boxes but by subtly aligning their deeper career motivations with the role.

That’s the art of the quiet sell.

The Power of Adaptability in a Candidate

Gosling isn’t one-dimensional. He can flip between the romantic, daydreaming jazz musician in La La Land to a stoic replicant in Blade Runner 2049 without missing a beat. 

Much like Gosling’s ability to slip into different roles, the best candidates are those who can adapt to new environments, challenges, and industries. In recruitment, it’s not always about finding someone who is an exact fit for a job right now—it’s about finding people who have the adaptability to grow and evolve as the business needs change.

You watch Ryan in one film, and you think you’ve got him figured out. But then he does something completely different and knocks it out of the park again. As recruiters, we need to look for that same kind of versatility in our candidates. The ability to adapt, evolve, and excel in different situations is what will make a hire valuable long after the honeymoon period of their new job is over.

Knowing When to Play the Long Game

Ryan Gosling’s career is a masterclass in playing the long game. 

He didn’t rush into superstardom.

After starting his career as a child actor on The Mickey Mouse Club, he slowly and carefully built a career that allowed him to grow as an actor. He didn’t take every role that came his way, and he wasn’t chasing fame for the sake of it. Instead, he picked his projects carefully, ensuring that each one took him a little further in the direction he wanted to go.

As recruiters, we often feel pressure to close roles quickly—to fill roles fast and move on to the next one. But sometimes, we need to remember that the long game is just as important. It’s about building relationships with candidates and clients, nurturing those connections over time, and waiting for the right moment to make the perfect match.

I’ve seen plenty of instances where a candidate didn’t fit an immediate role but, years later, became the ideal hire for another opportunity. Those connections, if maintained and nurtured, can pay off in ways that go beyond the short-term win. 

It’s about playing the long game. It’s about seeing potential in candidates and organisations alike and sticking with it until the timing is right.

Knowing Who to Partner With

One of Gosling’s defining traits is his ability to collaborate with other talented actors, directors, and writers. Think about his partnership with director Damien Chazelle, which led to the brilliance of La La Land, or his work alongside Steve Carell and Brad Pitt in The Big Short. Gosling knows how to pick the right collaborators, and that makes all the difference.

In recruitment, collaboration is just as important. It’s not just about you, the recruiter, filling a role—it’s about partnering with your clients or business, understanding their needs, and working together to find the best solution. It’s also about collaborating with candidates, helping them navigate their career paths, and ensuring that both sides come out of the process satisfied.

Successful recruiters know they can’t do it alone. They rely on relationships with hiring managers, HR teams, and even other recruiters to create the best outcomes. Like Gosling, it’s about knowing when to take the lead and when to let others shine.

Be the Ryan Gosling of Recruitment

Ryan Gosling might not be a recruiter, but there’s a lot we can learn from the way he approaches his craft. Whether it’s his quiet confidence, his adaptability, his commitment to his roles, or his ability to play the long game, Gosling’s career holds lessons for all of us in the world of talent acquisition.

So next time you’re facing a tough hire, negotiating a tricky client relationship, or just trying to spot the best candidate in a sea of CVs ask yourself: How would Ryan Gosling approach this?

Would he rush it, or would he take his time and let the moment build?

Would he try to overpower the situation, or would he let his quiet confidence do the talking?

Because in recruitment, much like in life and acting, sometimes it’s the subtle, deliberate moves that make all the difference. So let’s all be the Ryan Gosling of recruitment—versatile, patient, collaborative, and always ready to commit when the right opportunity comes along.

About

Whilst 2023 was a tough business year for Martin, his team and his business, 2024 looks brighter.

With an engaged community of over 30,000 talent acquisition professionals, Martin is ready to re-engage with TA leaders globally, supporting their TA operating model - whatever it looks like. From a single employee to now creating an enterprise-capable Talent Acquisition consultancy, Martin’s fast-growing firm, immersive, has already made a dent in the space.

2024 will see more thought leadership around talent acquisition, AI and doing more with less to support TA leaders to develop effective hiring models globally.