Gaps within Global Market Nimble Storages focuses its recruiting methods based on a referralbased program. It is finding a different recruiting method. To have a geocentric approach, Nimble's H.R. department must invest in alternative ways of recruiting and attracting talent. The recruiting team must hire a new employee every day; therefore, they need to expand their recruiting team. For example, E.Y. is a London Consultant company that recently wants to formalize a new approach to worldwide talent acquisition. E.Y.'s strategy has been set by an eight-member global recruitment team, including brand, strategy, and operational leaders which meet regularly (Brin, 2019). Therefore, Nimble Storage should implement a Global recruitment team that will assist in recruiting and connecting talent overseas. With Nimble Storage establishing a global footprint, there must be communication and planning when including various aspects in a diverse cultural style. As the organization develops an open approach and breaks down common pitfalls in planning growth and global context, this will improve the culture of the business. Nimble's practice on "no jerks" rules or "making things happen\" methods on recruiting individuals at the workplace can work well for U.S. society, but it may not work well in others. In China, their values are based on a collectivist culture, whereas the US. is an individualist culture. In China, team problem solving" was not part of the culture. Today, subordinates in companies generally look for specific direction rather than guidelines. Employees usually have no option to question authority or are asked for meaningful input in decisionmaking and problemsolving (C orkran, n.d.). In U.S. businesses, middle managers or Human Resource recruiters typically have the responsibilities of employee recruiting, selection, and a job offer - under the parameters and with different approval processes. In China, due to