City University of Seattle, a comprehensive teaching university that focuses on the needs of working adult students, sought to streamline its faculty recruitment and hiring practices by identifying a list of candidate screening criteria that could be used to identify adjunct faculty candidates who are likely to be successful as instructors. To this end, student evaluations and ratings by primary supervisors were used to separate faculty members into groups based on performance metrics. High performers were compared to the lower performers and differences between the groups were noted regarding factors such as education, professional and academic experience, and scholarly activity. The study revealed limited differences between the groups and calls into question some of the current assumptions regarding the typical minimum qualifications of adjunct business faculty. The following is appended: (1) End of Course Evaluation Questions. (Contains 4 tables.)