- Duoling CEO Luis von en only hires people with five qualities: Those who “take a long look” show and do not say and bring fun to the office. Gen Z “Hiring Person”, giving good vibrations to work, was noted in the control list for the executive.
Not every Gen Z – this AI Wiz with perfect skills – many tuned to be a company “Chief Vibration Officer“And return the pleasure to the office. Their faces may be perfect 16.7 billion dollars Campaign.
“We are looking for people who work fun,” says Luis von Anne, CEO of Duolingo Happiness. “It really matters (because) we want our products and our company’s culture to be fun.”
The giant app giant has just nailed the five characteristics he looks for when choosing new employees-and they are not just pleasant instructions. The von en says they are the critical principles that it entered the stone a month ago, converting the company’s allowance. Record the exact sense of direction when it comes to hiring and culture, especially after success of Duolingo 2024, with the overall Growing income 29% of income compared to last year and subscriptions increase by 48% compared to last year.
“I am very proud of our culture,” says von an. “But as the company scale, culture is divorced because you just hire much more people. It’s hard to make sure everyone is on the same wavelength.”
“Most importantly, it was an attempt to codify our culture as much as possible. The way we codified it is writing five principles. They don’t seek what is really happening.”
Do not have to apply workers without these 5 key qualities
If you move slowly and think over the grunting, the von en will probably not knock on your door with the opportunity. But rather, potential hiring decides for themselves when they are well suited before throwing your hat on the ring.
“I hope that (these props) will make self-elected people who apply here,” Von An. “There are people who probably don’t like these principles, and I’m very glad they don’t go here.”
Accepting positive vibrations to the office is only one of its five negatives; The CEO prescribes four other qualities that each candidate must possess to get into the Duoling Pearl.
“We try to look for people who satisfy it all,” he says.
- Don’t make fast khaki to make money. Von Ann says Duoling wants to become a long-term company-he is looking for people who are also “holding a long gaze”.
- Show, don’t say. This is very important for the style of duoling; Von Ann does not want the staff to “spend a long time, talking about the efforts of what they did”, and instead show the results. Proof is always in pudding.
- Lift the bar. The CEO is looking for employees who always strive for perfection – every year, they improve crafts and expand new learning arenas.
- Send it. Duolingo appreciates workers who “act with urgency” and try to put quality products in front of users as soon as possible.
- Do it fun. The von en Wants the company’s culture to be as fun as their products, so it is looking for employees who bring the same joy and energy to work.
The only “unofficial rule” of the company in hiring: Without the Mudakov
In addition to the specific list of candidates, Duoling also supports one unwritten benchmark for hiring to preserve the culture of the company healthy and happy.
The World Technology is full of characters – and like most offices you are sure To face in Loud mouths, gossip, snacks and bullies. Background en The -meaning Spidey is for unwavering characters when hiring, and glad to keep the position until it finds the right choice.
“We have an official rule: if you hire, it’s because you have a hole in the organization you are trying to fill,” he says. “Our unofficial rule: It is better to have a hole than an asshole.”
The Chief Executive Director says the company, which boasts almost 900 employees, has done a pretty good job on the scutter. Some of this is related to the hiring strategy – most junior employees are hired from Duoling’s internship directly from college. He says executives can get a good sense of potential in the three -month program. But it is not just young employees to the test.
The von en recalls the time to be rude, it cost someone to work in Duoling. The company sought the chief financial director for a year and a half, unlucky. The star candidate with an impressive resume was considered – until they were about the driver Duoling hired to deliver them to the airport. The word about their behavior returned to the head, and the applicant refused to launch.
Despite the careful eye of the von Ana, some bad apples still manage to slip through the cracks. But in Duoling they will not last long.
“It is very difficult not to hire mudakov,” says von an. “Given the culture, if we have assholes here, they are closed. Because when you are open, you will be fired quite quickly.”
Originally this story was presented on Fortune.com
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2025-04-24 16:40:00
Emma Burleigh
