Duolingo’s CEO has one golden rule and 5 essential traits when it comes to hiring

• Duolingo CEO LUIS VON AHN only hires people with five qualities: Those who “take the high view,” show and don’t say, and bring about to entertain the office. Gen Z “Personality Rent” Bringing Good Vibes to Work There is an attitude tried to chate the Executive’s Shiding Checklist.

Not every Gen Z is AI Wiz with Advanced Skills-Many are set to be company “Chief Vibes Officer“And bring about fun back to the office. Their personalities can be perfectly suited for a CEO, which positioned which qualities need to work on his $ 16.7 billion company.

“We’re looking for people who have fun working,” Luis von Ahn, CEO in Duolingo, speaking Fate. “That’s important [because] We want our products and cultures to our fun company. “

The Giant Learning app is nailed by five traits it is searched for when choosing new employees – and they are not only a great guide. Von Ahn says they are critical principles that he puts on the rock one month later in the company’s handbook. Write a clear understanding of the direction of hiring and culture is important – especially after Knockout in Duolingo 2024 success, with total Growth of income 29% year-year-old and subscription to skyrocketing subscription 48% year-year.

“I am very proud of our culture,” Von Ahn said. “But as companies scale, the culture is melted, because you just hire a lot of people. It’s hard to make sure everything is on the same wavelength.”

“The most important thing is to try to cody our culture as possible. The way we codified it is to write five principles. They don’t matter.”

Workers without these 5 important qualities should not apply

If you move slowly and muleng over gruntin work, the von ahn may not knock your door to an opportunity. But he wants potential hires to decide for themselves if they are a good culture that is appropriate before throwing their hat in the ring.

“I hope that [these requisites] Make self-choosy for people who apply here, “Von Ahn added.” Someone may not like these principles, and I am very happy that they do not apply here. “

Taking positive vibes to the office is only one of his five non-negatives; The CEO has chosen four more qualities that need each candidate to enter the pearly of Duolingo gates.

“We try to find for people who can satisfy all of it,” he said.

1. Don’t make easy hacks to make money. Von Ahn says DuKingingo wants to be a long-term company – so he looks for people who “taking a long view” too.
2. Show, don’t say anything. It is critical to Duolingo’s style of communication; Von Ahn does not want the employees to “spend long talk about the efforts of what they do,” and instead show the results. Proof is always in pudding.
3. Lift the bar. The CEO is looking for staff who are always trying for importance – every year, they improve the craft and expand new learning arenas.
4. Will send it. Distance workers to “work with urgency,” and try to put quality products in front of users as possible.
5. Make it fun. Von Ahn wants company culture can be fun like their products, so he looks for employees who carry the same happiness and energy to work.

An ‘unofficial rule of hiring company: no assholes

Off the candidate candidate candidate, collects a written rental guide to company culture hire.

Tech World is full of characters – and like most offices, you are sure to run Strong mouths, gossip, snitches, and bullying. Von Ahn has a spidey definition for bad rental characters, and happy to keep a position unstaffed until he sees the correct choice.

“We have an official rule: If you are hiring, because you have a hole in the organization you tried to fill,” he said. “Our unofficial rule: It’s better to have a hole than an asshole.”

The chief executive says the company, boasting almost 900 staff, made a very good job of robbery of unlike people. One side of this has to do with the business strategy business – most junior staff hired from Newsuming internships outside college. He says managers get a good understanding of potential hires in three months program. But not only young employees subject to the test.

Von Ahn remembers a time when being rude has a cost of a Duitingo job. The company is looking for a principal financial officer for a year and a half without luck. A stellar candidate with an impressive resume is considered – until they mean a driver Duolingo hires to bring them to the airport. The word of their behavior returns to the chief executive, and the applicant fell from running.

Despite Von Ahn’s careful eye, some bad apples still handle cracks. But they don’t take long for Duolingo.

“It’s really hard not to rent assholes,” says Von Ahn. “Culture was given, if we had assholes here, they were started. Because if you had an asshole, you quickly fired.”

This story originally shown Fortune.com

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