Principals aim to hire outstanding teachers. But how do they do this? How do they reduce the large number of applicants to a workable number? What process do principals use to hire and to what extent does variation exist among hiring practices? This article investigates the current hiring practices of K-12 principals. Principals were examined on how they screen applicants and hire, what they specifically look for in potential applicants, and whether or not hiring practices are consistent across a variety of principal demographic variables. We conclude by offering a number of implications for administrators and teacher candidates. (Contains 4 tables, 2 figures, and 1 note.)