At Duolingo, the interview process begins long before candidates meet their prospective employers.
Luis von Ahn, co-founder and CEO of the language-learning platform, shared insights during an episode of The Burnouts podcast hosted by Phoebe Gates and Sophia Kianni regarding an intriguing aspect of the hiring process. He emphasized that the way a candidate interacts with their taxi driver—during transport from the airport to the office—can greatly influence their chances of securing a job, irrespective of the strength of their résumé or their performance in the formal interview.
Von Ahn, who launched Duolingo in 2011 alongside Severin Hacker, recalled a specific instance while the company was in pursuit of a chief financial officer for nearly a year. He recounted that the candidate in question had a noteworthy background, and the hiring committee was quite fond of him. However, von Ahn disclosed, “it turned out that they were pretty mean to their driver from the airport to the office. And that made us not hire them.”
At Duolingo, which boasts a market capitalization of $4.65 billion, taxi drivers are compensated to assess candidates as part of the hiring process. Von Ahn elaborated, “Our belief is if they’re going to be mean to the driver, they’re probably going to be mean to other people, particularly people under them.”
The emphasis on hiring the right individuals is of particular significance to Duolingo, especially in light of the company's significant investments in artificial intelligence. In April of the previous year, von Ahn announced a shift toward utilizing AI by phasing out contract employees. He stated in a LinkedIn memo, “We can’t wait until the technology is 100% perfect. We’d rather move with urgency and take occasional small hits on quality than move slowly and miss the moment.”
While von Ahn’s taxi-driver assessment may be atypical, it highlights the innovative ways candidates are evaluated in the competitive landscape of today’s job market.
A job market where every detail counts
His strategy emerges during a time when the quest for employment has become increasingly challenging. The technology sector has experienced a significant deceleration in hiring, with job postings dropping roughly 36% compared to pre-2020 figures, as noted in Indeed’s 2025 Tech Talent Report. Additionally, more than 40,000 individuals in the tech industry have experienced layoffs thus far this year, according to data from Layoffs.fyi.
Moreover, the interview process has evolved to become more elaborate and time-consuming. Candidates are now often subjected to five to eight rounds of interviews, panel presentations, case studies, and personality evaluations before receiving any offers. Research by Alex Benjamin, vice president of talent acquisition at OnPoint Consulting Services, indicates that the average time from job posting to offer in the U.S. is approximately 36 days.
Compounding these challenges, evaluations of cultural fit and character have silently become standard throughout the hiring process—even if applicants are unaware of this scrutiny.
Other CEOs with unorthodox hiring tactics
Luis von Ahn is not the only leader seeking insights beyond traditional credentials and interviews to gauge character traits. Trent Innes, former managing director of accounting software company Xeno and current chief growth officer at SiteMinder, shared on The Ventures podcast in September 2024 that he employs a "coffee-cup test." When candidates arrive for their interviews, he walks them to the kitchen for a drink, noting whether they offer to return their used cup afterward. Those who neglect to do so are viewed unfavorably. He remarked, “You can develop skills, you can gain knowledge and experience, but it really does come down to attitude, and the attitude that we talk a lot about is the concept of ‘wash your coffee cup.’”
In addition to unique evaluations, various prominent CEOs emphasize the significance of practical intelligence and attitude in the hiring decision. Amazon has strategically built its recruitment process around its core Leadership Principles, with interviewers trained to identify potential red flags. Similarly, Jamie Dimon, CEO of JPMorgan Chase, has highlighted the value of street smarts and intellectual curiosity over mere educational pedigree. He stated in a July 2024 interview, “I care how you deal with our tellers, our guards, and our receptionists as much as I care how you deal with CEOs.”
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