The quiet hiring approach, which aims to evaluate the existing human resource potential in the internal environment without turning to external resources, is characterized as a brand new employment policy in human resource management. This study aims to examine the interaction of quiet hiring with the concepts of stakeholders, career management and nepotism. In this qualitative study, data were collected through literature review and the findings were analyzed through conceptual analysis method. At the end of the research, it is seen that the interaction between stakeholders and the concept of quiet hiring is comprehensive, not only for employees but also for managers, competitors, customers and many other stakeholders. In the context of career management, the processes of mobilizing internal environmental resources came to the fore. It is noteworthy that nepotism should be handled positively. For this reason, it is considered important for businesses to prioritize their own employees and to build this phenomenon on talent and merit.