For too long, organizations relied on target schools and employed strategies or traditional recruiting policies that left too many candidates out. For example, if candidates were not enrolled at the “right” schools, achieved high test scores, or had an impressive list of internships, they didn’t make it through the early career recruitment process. But is matriculation or test scores predicative of career readiness or success? No, they are not. However strengths-based methodologies are and helps employers engage and hire diverse early career talent. Strengths based methodologies are key to fueling an inclusive talent pipeline.