I would rather run with nine of the right people than ninety of the wrong ones.
On a recent recruiting push my partner screened sixty five applicants down to about nine. That's not being picky. That's protecting the culture and the customers from people who will quit in week three and torch a relationship on the way out. Filling seats is easy. Filling them with closers who can stand on a commercial roof, read damage, hold a homeowner's trust, and follow a system is rare.
Two more rules I run by. Don't recruit in November and December, because anyone job hunting in the holidays is usually running from something, not toward you. And bring in a small group of genuine killers, then let them build teams under them, instead of hiring a crowd and hoping.
A players want three things: a system that doesn't waste their time, leadership that doesn't lie to them, and earning ceilings that match their effort. Give them that and they recruit the next wave for you.
Headcount is vanity. Talent density is the business. Hire slow. Cut fast. Build around the few who can actually carry weight.