Steve Jobs approach to hiring top managers and career advice from the tech ico

Last Updated on February 25, 2024 by Robert C. Hoopes

In a tribute to the late Steve Jobs, the visionary co-founder of Apple who revolutionized the technology industry, we look back on his unconventional approach to leadership and hiring practices.

Steve Jobs, who sadly passed away in 2011 at the age of 69 after a battle with pancreatic cancer, was known for his commitment to hiring individuals based on their skills and passion rather than traditional credentials. He famously believed in hiring great individual contributors who had no desire to become managers, as he believed they would make the best leaders in the long run.

One such example of Jobs’ unconventional hiring practices was his decision to take a chance on Debbie Coleman, a member of the Macintosh team with a background in English literature. Coleman went on to become a successful financial manager and eventually the chief financial officer of Apple, showcasing Jobs’ ability to see potential in individuals beyond their qualifications.

Apple itself was founded on the principles of collaboration and teamwork, with Jobs emphasizing the importance of a common vision within the company. He believed in recruiting people who were “insanely great at what they did” and who shared his passion for bringing Apple’s innovative technology to the masses.

Jobs was known for being heavily involved in the recruitment process at Apple, as he believed that having a core group of 10 great people would lead to a self-policing system in hiring. His commitment to hiring the best talent based on skills and passion rather than traditional metrics has left a lasting legacy at Apple and beyond.

To read more about Steve Jobs’ impact on the world of business and technology, visit the original article on Fortune.com.