In 2026, Steven Bartlett hired a candidate with 2 CV lines and zero work experience; her simple act of thanking a security guard helped secure the job at his company

In 2026, Steven Bartlett hired a candidate with 2 CV lines and zero work experience; her simple act of thanking a security guard helped secure the job at his company. Bartlett, founder and host of The Diary of a CEO podcast, said the candidate stood out before the interview had even started. She noticed the security guard, learned his name and thanked him. During the interview, she also admitted when she did not know an answer and explained how she would find it. She later taught herself the answer and sent it to Bartlett within hours. The experience shaped his view of hiring.

Why Bartlett noticed a candidate with little experience?

In 2026, Steven Bartlett hired a candidate with 2 CV lines and zero work experience; her simple act of thanking a security guard helped secure the job at his company. Bartlett shared the hiring story in a LinkedIn post. He said the candidate had a CV that was only two lines long. She also had no work experience.


Instead of focusing only on her lack of experience, Bartlett and his team noticed how she behaved during the hiring process. One of the first things that stood out happened before the interview. When the candidate entered the building, she noticed the security guard and thanked him by name.

The act was small, but employees noticed it. They later told Bartlett about it. The incident gave the employer information about how the candidate treated another person when there was no obvious benefit to doing so. It also showed awareness of her surroundings. Bartlett said this was one of the reasons he decided to give her a chance.

The interview answer that changed the hiring process

The candidate also faced a question during the interview that she could not answer. Rather than trying to give an incorrect answer or pretending that she knew it, she said, “I don’t know that yet, but here’s how I’d figure it out.”

The response gave Bartlett another indication of how she approached a problem. Her answer did not claim that she already had knowledge she lacked. Instead, she explained how she would learn what was needed. That approach became important because the candidate then acted on it.

Within hours of leaving the interview, she taught herself the answer to the question she had missed. She then emailed the solution directly to Bartlett. This meant the interview did not end when she walked out of the building. She continued working on the problem and followed up with evidence that she had learned something new.

What Bartlett said about experience and character?

Bartlett said his experience hiring people over 15 years had changed his view of what employers should look for. According to his LinkedIn post, he had learned that culture fit and character can be harder to hire for than experience, skills or education. He said the candidate went on to prove herself after joining the company. Six months later, Bartlett described her as one of the strongest hires he had made.

The story therefore focuses on several factors beyond a CV:

• Character: How a person treats other people can provide information about their approach to work.
• Curiosity: The candidate worked to understand something she did not know.
• Learning ability: She taught herself the answer after the interview.
• Initiative: She did not wait for the company to ask for another response.
• Emotional intelligence: Her interaction with the security guard showed awareness of another person's role.
• Culture fit: Bartlett said this was harder to assess and hire for than technical skills.

For people seeking entry-level jobs, the story also shows why a lack of full-time work experience does not always prevent an applicant from being considered.

What job seekers can learn from the hiring story?

The Steven Bartlett hiring story does not mean that qualifications or work experience are unimportant for every job. Different companies and roles have different requirements. However, the example shows several actions that job seekers can control during an interview process.

Pay attention before the interview begins

Candidates are being observed in different parts of the hiring process. Treating reception staff, security workers and other employees with respect can shape how people remember an applicant.

Admit when you do not know something

The candidate did not pretend to know the answer. She explained how she would find it.

Show your method

Employers may want to understand how candidates approach unfamiliar problems. Explaining a process can provide information even when the final answer is not known.

Keep learning after the interview

The candidate researched the question she could not answer and followed up within hours. That demonstrated initiative.

Do not rely only on a CV

A CV records education, experience and achievements. An interview can provide additional information about communication, curiosity, work ethic and problem-solving. The story also explains why entry-level candidates may benefit from showing skills that are not easy to list on a resume.

Why this story matters for entry-level candidates?

Many people starting their careers do not have years of professional experience. They may also compete with applicants who have degrees from well-known institutions or previous roles at major companies.

Bartlett's example shows one approach employers can take when evaluating candidates. Instead of treating a short CV as the complete picture, an employer can also examine how someone behaves, responds to questions and learns.

The other examples from Solomon, Meyer and Buffett show that business leaders can have different hiring philosophies. Their comments focus on qualities such as experience, integrity, empathy, resilience, curiosity and determination.

For job seekers, the common theme is that a CV may be only one part of the hiring process. How candidates communicate and respond to situations can also become part of an employer's assessment.