"When we look for talent, the first thing that we look for is personalities. You know, values,"
"The first thing that we look for is personality and the fit for the culture. Are they going to be a good fit with our high standards of excellence, integrity, collaboration, and long-term?"
"If people have big egos and want to work solo or are mercenaries doing things only for the short-term, they're not going to fit,"
"I always ask, what is your story? What has shaped you, what has helped you to become the person that you are today?"
Chanel emphasizes personality and values as the primary criteria for hiring, prioritizing cultural fit with standards of excellence, integrity, collaboration, and long-term orientation. Candidates with large egos or solely short-term, mercenary motives are considered poor fits. A learning mindset is essential and is valued ahead of current skills, which can be developed later. Recruitment intentionally sources talent from a broad range of educational and professional backgrounds to build diverse perspectives at headquarters. Assessment of personality focuses on candidates’ personal stories, authenticity, vulnerability about setbacks, and evidence of learning and growth from failures.
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