Steven Bartlett's Hiring Strategy: Experience vs. Character

Entrepreneur Steven Bartlett recently shared insights on hiring practices via a LinkedIn post. The host of "The Diary of a CEO" explained that his experience with a candidate possessing a "CV was two lines" and "experience was zero" taught him a vital lesson. He asserted that culture fit and character are significantly more important than a candidate's curriculum vitae or educational background.

Bartlett, who has cofounded companies such as Flight Story and Thirdweb, detailed the specific behaviors that convinced him to hire the individual. These included high scores on a culture survey, proactive problem-solving, and polite etiquette. He concluded that traits like ambition are difficult to teach, unlike technical systems. The post has since ignited a conversation online about the relevance of traditional interview etiquette, such as sending thank-you notes, in the modern workplace.

Steven Bartlett, the founder and host of the popular podcast "The Diary of a CEO," has built a reputation for taking calculated risks. In a recent LinkedIn post, he detailed how this risk-taking approach applies to his hiring strategy. He identified a specific hire as one of the best decisions he has ever made, despite the candidate having virtually no professional history.

According to Bartlett, the candidate in question submitted a CV that was only "two lines" long and possessed "zero" experience. However, the individual scored exceptionally high on the culture survey that Bartlett requires all prospective employees to complete. This initial screening suggested that the candidate aligned well with the company's values, despite the lack of a traditional resume.

Bartlett has cofounded multiple companies focused on the digital creator economy and media. These include Flight Story, which produces his podcast, and Thirdweb, a Web3 developer platform. It was within this business environment that the candidate demonstrated the qualities that Bartlett values most.

During the interview process, the candidate displayed a specific set of behaviors that stood out to Bartlett. When asked a question she could not answer, the candidate openly acknowledged her lack of knowledge. This honesty was followed by immediate action; within hours of the interview, she sent a follow-up email to Bartlett stating that she had taught herself the answer to the question.

Bartlett also noted that the candidate exhibited high emotional intelligence and respect for others. On her way into the office, she thanked the security guard by name. Furthermore, after the interview concluded, she sent a thank-you note to everyone involved in the hiring process.

These actions collectively painted a picture of a proactive and respectful individual. Bartlett stated, "Six months later? She's one of the best hires I had ever made." This outcome validated his decision to look beyond the traditional CV.

The core takeaway from this experience for Steven Bartlett was to "hire the thing that's hardest to teach." He elaborated on this philosophy by contrasting technical skills with personal drive. Bartlett noted, "You can train someone on your systems in a month. You can't train them to want to win, work hard, and be ambitious in a month."

After 15 years of hiring experience, Bartlett concluded that "culture fit and character is much harder to hire than experience, skills, or education." This perspective challenges the traditional reliance on credentials and years of experience as the primary metrics for evaluating candidates. He suggests that identifying intrinsic motivation and character traits should be the priority for recruiters and business owners.

Bartlett's praise for the candidate's thank-you note has contributed to a wider online debate regarding interview etiquette. The practice of sending a thank-you email after an interview has recently become a source of contention, particularly in the post-pandemic remote work environment.

Opinions on the matter are divided. Some professionals argue that the practice feels forced and that norms have shifted, making such notes less necessary. For example, Matt Grimm, a cofounder of Anduril, commented on X (formerly Twitter) that sending a thank-you card is "completely irrelevant," and that he does not care if a candidate sends one.

Conversely, others argue that sending a thank-you note is a vital sign that a candidate cares about the position. In this view, failing to send a note could negatively impact a candidate's chances of being hired. Bartlett's experience serves as a specific case study supporting the latter view, highlighting how small gestures of etiquette can signal larger character traits.