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The head of research of a fictional mid-size Madrid broker is told to hire the top-ranked bank analyst in the country from a large rival, whose franchise is worth about 2.40 million euros a year there. Stage 1: what to check first, the in-house bank analyst, and whether to hire him alone or with his two associates. Stage 2: the package, what he brings from his old firm and the role.

Stage 3: the first weeks, the sales force and the existing team. Stage 4: his fall in the annual survey, a counter-offer from his old firm and placement mandates.

Part of a star performance belongs to the firm he leaves - associates, sales force, systems, corporate access - so it drops when he moves alone and recovers only as the new firm rebuilds that capital; money buys the signature, not the performance or the stay.

The model is deterministic: fixed effects on the star performance, the team morale and his embeddedness, a one-off cost and an annual pay premium; performance sets the share of his previous revenue he keeps, embeddedness sets the probability that he stays each year, morale moves the team output, and all feed the value of the hire over three years.

The score combines the quality of each decision with four outcomes and is capped when a decision breaks the law (the rival firm client files and models, favourable research coverage promised to issuers). Inspired by published research on the portability of star performance. Spanish (primary, peninsular register) and English.

An advanced simulation for participants used to working with the main frameworks and trade-offs of the subject, designed for executive education and experienced professionals.