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   The Surprising Reason Top Job Candidates Get Cut
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                  <p style="font-weight: bold; font-size: 17px; margin-bottom: 6px; color: #111111;">
                   APRIL 16, 2026
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                  <p style="font-weight: bold; font-size: 15px; margin-bottom: 10px; color: #0073e6;">
                   What's on deck today:
                  </p>
                  <ul style="margin-top: 0; margin-bottom: 0; padding-left: 22px; color: #333333;">
                   <li>
                    What top CEOs look for in the hiring process
                   </li>
                   <li>
                    Why execution stalls even when everyone is aligned
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                   <li>
                    Unexpectedly valuable degrees in the age of AI
                   </li>
                   <li>
                    A Coca-Cola exec's tip for work-life balance
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                   Market snapshot:
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                   <li>
                    S&amp;P 500
                    <span style="color: green;">
                     ▲ 0.79%
                    </span>
                   </li>
                   <li>
                    Dow Jones
                    <span style="color: red;">
                     ▼ 0.16%
                    </span>
                   </li>
                   <li>
                    NASDAQ
                    <span style="color: green;">
                     ▲ 1.61%
                    </span>
                   </li>
                  </ul>
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                       Southwest CEO Reveals the Surprising Reason Why a Top Job Candidate Didn’t Make the Cut
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                 <p style="line-height:150%">
                  Treating everyone well, from the cab driver to the receptionist, could be the secret that helps you land your next job.
                 </p>
                 <p style="line-height:150%">
                 </p>
                 <p style="line-height:150%">
                  At the
                  <a data-hs-link-id="0" data-hs-link-id-v2="RXfuSnn/" style="color:#2563eb" target="_blank">
                   Semafor World Economy Summit
                  </a>
                  earlier this week, Southwest Airlines CEO Bob Jordan described interviewing someone for a “very senior position” who nailed the formal conversations with executives. On paper and in the room, the candidate looked like a clear frontrunner.
                 </p>
                 <p style="line-height:150%">
                 </p>
                 <p style="line-height:150%">
                  But after the interview, Jordan’s team compared notes on how the candidate behaved with everyone they encountered. The team discovered that while the person treated executives well, they were dismissive and rude to the receptionist in Southwest’s building.
                 </p>
                 <p style="line-height:150%">
                 </p>
                 <p style="line-height:150%">
                  That single data point was enough for the airline to pass on the candidate.
                 </p>
                 <p style="line-height:150%">
                  “They did not get the job because they treated one group of folks one way, and they treated that receptionist another way,” Jordan said.
                 </p>
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                      Read the full story →
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                   In the memo
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                  , von Ahn announced that the language-learning platform would track employees’ AI use in performance reviews.
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                  Now, a year later, von Ahn is backtracking and rethinking how he measures employee performance. He told the
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                  “We said no, look — the most important thing in your performance is that you are doing whatever your job is as well as possible. A lot of times, AI can help you with that, but if it can’t, I’m not going to force you to do that,” von Ahn said on the podcast.
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