# The Taxi Driver Test: Why Soft Skills Now Decide Executive Hiring Companies are increasingly prioritizing interpersonal conduct over technical resumes to ensure long-term leadership integrity. - **Source:** [BBC News Brasil](https://www.bbc.com/portuguese) - **Published:** 2026-11-11 - **Topic:** [careers](https://brifing.si/c/careers) - **Original article:** - **On Brifing:** https://brifing.si/s/54d48940-da63-41f3-8d86-61dda3064252 ## The Hidden Interview Test Duolingo CEO Luis von Ahn revealed that a candidate for a finance director role was rejected after being rude to a driver. The company employs drivers to evaluate how leadership candidates treat subordinates during transit. This practice, dubbed the taxi driver test, aims to predict future management behavior toward internal teams. ## Beyond the Corporate Resume Technical proficiency is increasingly viewed as a commodity due to the widespread availability of specialized information. Recruiters now prioritize behavioral traits, such as empathy and proactive problem-solving, to differentiate candidates. Companies believe that how a leader treats those without power over their career reflects their true personal and professional values. ## The Coffee Cup Method Trent Innes, former managing director at Xero, utilizes a similar approach known as the coffee cup test. After an interview, candidates are taken to the kitchen; the decision to return a dirty cup is observed. This simple act serves as a proxy for assessing basic respect and personal accountability in candidates. ## Operational Impact at Bunge At the agribusiness giant Bunge, leadership proximity to field operators and logistics staff is essential for operational success. Respectful conduct toward support staff is considered non-negotiable for leaders. The company asserts that leaders who build genuine trust with their teams identify risks faster and improve overall safety and employee retention rates. ## Risks of Subjective Assessment Experts warn that relying on isolated incidents can be dangerous due to inherent subjectivity. A candidate might be having a bad day or come from a different cultural background. Legal professionals emphasize that behavioral evaluations must be anchored in objective, function-related criteria rather than personal judgments to avoid unfair hiring practices. ## Data Privacy and Compliance In Brazil, recruitment practices must align with the General Data Protection Law (LGPD). Consultants advise against vague character assessments, recommending instead that companies document objective integrity requirements. Decisions should be based on transparent, evidence-based procedures rather than informal reports that lack the possibility of contestation by the job candidate. ## The Role of Recruiters Consultants like Patrícia Zito emphasize that their role includes coaching hiring managers to avoid personal biases. Because decision-makers often lack formal training in behavioral analysis, they may misinterpret social cues. Structured interviews and reference checks remain the standard, though they provide only trends rather than absolute guarantees of future professional conduct. ## Developing Soft Skills Experts suggest that interpersonal skills are best developed through consistent practice rather than isolated training sessions. Candidates are encouraged to engage in self-reflection regarding how they handle pressure, feedback, and conflict. These behaviors are increasingly viewed as foundational to a leader's ability to maintain a healthy and productive organizational culture. ## Structuring the Selection Process To generate sustainable value, companies must define integrity criteria before starting the recruitment process. Applying these standards uniformly to all candidates ensures fairness and objectivity. By connecting behavioral expectations directly to job responsibilities, organizations can better evaluate whether a candidate's values align with the company's long-term operational and ethical goals. ## The Future of Hiring While informal tests like the taxi driver method illustrate a shift in market priorities, they are not a substitute for rigorous, structured evaluation. As technical skills become easier to verify, the focus on character and interpersonal respect will likely intensify. Ultimately, how a leader treats the most vulnerable staff defines their true leadership. ## Sources covering this story - https://www.bbc.com/portuguese/articles/c23x8zn0vzro?at_medium=RSS&at_campaign=rss — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._