British entrepreneur Steven Bartlett says one of his top employees arrived with almost no work history, a claim that challenges how many companies screen talent. The investor and podcast host argued that the right mindset and evidence of initiative can outweigh a long list of past roles. His view lands as employers face a tight talent market and growing debate over how to judge potential.
The founder, known for building social media ventures and serving as a judge on Dragons’ Den, shared that a standout hire had a resume with only two lines. The comment highlights a trend away from old hiring rules and toward proof of skills. It also reflects a broader push to give early-career candidates a fair shot.
An Anecdote That Defies Convention
“One of his best hires had just two lines on her resume.”
Bartlett’s account runs against standard screening, which often favors years of experience. He suggests that condensed resumes can reflect focus and real results rather than padding. He points to initiative, learning speed, and grit as qualities that matter more than a list of past titles.
He has long urged founders to look for signs of self-starting behavior, such as projects done outside work or open-source contributions. For him, those signals predict performance better than a conventional timeline.
Why This View Is Gaining Traction
Hiring managers across tech, media, and startups have experimented with skills tests and trial projects. Many roles now ask candidates to complete short assignments or share portfolios. These steps let employers see how people think and execute under realistic conditions.
Supporters say the approach widens the talent pool, brings in nontraditional candidates, and reduces bias tied to pedigree. It may also speed up hiring by focusing interviews on outputs rather than biography.
Benefits and Risks for Employers
There are clear upsides to hiring for potential. Candidates who learn fast can grow with the job. They may cost less at the start and deliver fresh ideas. They often value training and stay engaged if the role stretches them.
But there are risks. Without a track record, managers must invest more in onboarding and feedback. The wrong hire can strain teams if expectations are unclear. Critics argue that experience screens for reliability, judgment, and domain knowledge that take years to build.
- Upside: broader pipelines, faster learning, fresh thinking.
- Risk: heavier coaching needs, uneven performance early on.
What This Means for Early-Career Candidates
Bartlett’s stance sends a hopeful message to those with sparse resumes. It suggests there are other ways to stand out. Portfolios, side projects, and clear examples of problem-solving can carry weight. Short, focused resumes can work if they highlight outcomes and skills.
Job seekers can improve their chances by showing how they measure results. A small project with clear metrics can speak louder than generic duties. Clarity and evidence help hiring teams make faster calls.
How Companies Can Put This Into Practice
Firms testing a skills-first model can start with small changes. Replace broad job ads with specific outcomes for the first 90 days. Add a short, paid task that mirrors real work. Train interviewers to probe for learning agility and ownership, not just past titles.
Managers should set expectations early and offer structured feedback. A clear plan for the first month can reduce risk and help new hires contribute sooner. Tracking progress weekly keeps both sides aligned.
A Balanced Path Forward
Bartlett’s example does not dismiss experience. It argues for weighing it alongside proof of ability. For roles with high stakes or strict rules, deep experience will still lead. For creative or fast-changing tasks, agility may count more.
His message aligns with a gradual shift in hiring: measure what people can do, not only where they have been. The approach will not fit every job, but it may help fill hard-to-hire roles and uncover overlooked talent.
Bartlett’s claim that an elite hire had only two resume lines challenges an old filter and invites fresh thinking. Expect more employers to test skills tasks and lighter credentials, while keeping safeguards for complex roles. Watch for clearer job scopes, more portfolio reviews, and a stronger focus on outcomes as companies refine how they judge potential.
