This research investigates the firm-level performance impact of cluster hiring approaches to the acquisition of strategic human capital in knowledge-intensive firms. We theorize that factors such as novelty and legitimacy, appropriation, and integration impact the ability of cluster hires to generate economic value. In turn, we hypothesize that the composition of the cluster hire (degree of expertise overlap and degree of co-mobility) and its fit with the strategic human capital at the hiring firm are likely to influence these factors to affect firm performance. The results from an archival study of cluster hires in 112 domestic United States law firms lend credence to the overarching perspective put forth in this paper, and demonstrate that the performance impact of cluster hiring is contingent on its composition and fit with the existing strategic human capital at the hiring firm. Specifically, we found that while the co-mobility dimension had a negative impact on firm performance, the degree of expertise overlap was positively related to firm performance when it added strategic human capital to an area where the hiring firm had little or no presence. Additionally, we found that expertise overlap positively impacted firm performance when the cluster hire involved low-levels of co-mobility.