An empirical regularity has not been satisfactorily explained: since the administration of John Adams, those appointed to top political positions in the United States have had similar, high-status backgrounds. The article attempts to explain this finding by applying to presidential appointments insights gained from the study of labor markets, treating the president as an employer trying to fill positions with minimum expenditure of resources. Presidents appear to appoint similar sorts of people because they share both ends and means in making appointments. Presidents select appointees primarily on the basis of competence and in order to make political payoffs of specified types. In addition, they use screening devices commonly used by employers to choose among job candidates: they appoint people they know personally, people who are highly visible, and people who fit specified ascriptive criteria.