The recruitment of qualified family medicine faculty offers significant opportunities and challenges. Attention to diversity, equity, and inclusion and the fostering of a culturally diverse climate is vital to robust family medicine faculty recruitment and retention. An inclusive recruitment framework for diversifying graduate medical education (GME) training programs includes building on strong institutional support by setting diversity as a priority, implementing inclusive recruitment practices, seeking out suitable candidates, investing in trainee success, and building the pipeline. The program director must have a vision for the program that is aligned with that of the institution and which cultivates and guides each member of the institutional team in shared ownership and synergistic teamwork toward the program’s success. Residency leadership can benefit from maintaining a mindset that they are always recruiting faculty, even when recruiting students, where mentorship and role modeling efforts can help expand students’ imagination of what an academic career can look like. Specific benefits and challenges are outlined for faculty members transitioning from prior clinical practice, new residency graduates joining faculty as freshly minted attendings, and graduates retained by their own program through internal faculty recruitment efforts.