In a recent search for a Professional Services VP, we spoke to dozens of qualified people and all of them had a common perspective: running a successful service function, at any level, hinges on the ability to secure top talent.

The next time you’re hiring, you should explore this issue in your interviews. You want leaders who have brought colleagues with them in the past. It’s a good sign when ex-employees will come back and work for an old boss. If few have come back for a second tour of duty…well.

But just don’t take it from me, see what CEO Kevin Dwyer says about his one-two punch for finding talent.

If you’re hiring someone to build a team, ask candidates how they staffed-up in the past; did they do it themselves?

Did they use corporate recruiters or headhunters? How were recruiting costs reflected on the P&L?

On the flip side, if you’re thinking of making a career move to a new company, find out how a prospective employer will help you staff your team. If the CEO expects you to do it all yourself, you will probably fail in today’s talent-starved market. (see how our online study points to a shortage of tech talent in middle management.)

Understand the extra value you have if you can bring in talented ex-colleagues. But keep in mind that if your team is going to thrive, you will need to see a real budget for headhunting fees. At the end of the day, a leader is only as good as his or her team.