Implementing AI into a workforce can come with a cost—it has spurred public backlash and fear among employees over losing their jobs. But one Cognizant executive says AI is changing its culture in unexpected, positive ways.
“Ultimately we are going to have a structure where it is not hierarchical, so that the culture also permeates faster in the organization,” Ganesh Ayyar, president of Cognizant’s intuitive operations and automation, said onstage at theFortune COO Summit this Tuesday. “It’s a journey ahead. Are we there? No. But we intend to be there.”
The executive driving automation for Cognizant, which has around 360,000 employees, says the business has shifted from “human-led and human-powered,” to “human-led and AI-powered.” Ayyar has seen the resistance, fear, and uncertainty around the tech—experiencing some of the worries himself. But in order for AI to come into the fold, everyone has to be trying their hand with the tools.
“We really need to build a culture of experimentation, and we need to have a tolerance for failure,” Ayyar continues. “Not failing our customers, but failing early internally, because we are going to try things, and there are things which will not work. We really need to celebrate responsible failures as well.”
Overcoming the fear of AI and encouraging exploration
Half the battle in implementing AI organization-wide is getting people on board, before the strategizing even fully takes shape. But persuading employees to see the upside of a majorly disruptive technology can be hard.
“Even I’m scared,” Ayyar said at the conference. “There is fear—fear of uncertainty, fear of [the] unknown, fear of ambiguity.”
The Cognizant leader went on to explain that being exposed to great perspectives has helped him overcome those anxieties. Executives are instrumental in drumming up AI strategies and rolling out the technology throughout their organizations, but Ayyar noted they shouldn’t be the only ones with a seat at the table.
“I believe senior leadership does not have a monopoly on good ideas,” he said, adding that employees and customers also need to put their two cents in. “The methodology which I adopt is co-opting them, rather than telling them what to do.”
Executive Ganesh Ayyar is also fearful of AI—but says that bringing employees and customers to the table about strategy has helped alleviate his anxieties.
A Pixar executive said his former boss Steve Jobs would call “at any time, day or night, three in the morning,” even if “you’re on vacation, doesn’t matter.” It’s a leadership trait he doesn’t want to emulate at the $7.4 billion animation studio. Other CEOs like Elon Musk and Jeff Bezos have fostered company cultures that expected workers to be “always on.”
While Steve Jobs may be best known for revolutionizing tech with the iPhone and iPod, few people may know about his double life bringing beloved films like Finding Nemo and Toy Story to life. He was one of the three founding fathers of Pixar Animation Studios, purchasing the group from Lucasfilm in 1986. But in helping lead the iconic movie company, Jobs had a certain habit that would drive any employee up the wall.
“He would call—especially the producers—at any time, day or night, three in the morning, you’re on vacation, doesn’t matter,” Pete Docter, chief creative officer at Pixar who formerly worked under Jobs, said atFast Company’s Most Innovative Companies Gala last week. “He wants to talk to you about it, you’re on.”
Docter assumed the Apple cofounder disregarded people’s downtime because he was so passionate about the work—after all, Jobs was particularly skilled at problem-solving and relinquishing authority at Pixar to let the animators really shine. But Docter said the after-hours calling is one leadership trait he doesn’t want to emulate, even though he slips up sometimes.
The leadership skill Jobs had that’s hard to replicate
Even though the late Apple CEO did not seem to respect staffers’ personal time all too much, he did hold their work in deep reverence. Docter recalled how Jobs was “pretty amazing at saying, ‘this is not my business,’” and letting the creatives have control over their projects.
Docter said Jobs carried a disposition that “I’m not going to come in here and direct this movie or tell you what to do.”
If it weren’t for the financial backing, supportive leadership, and animation geniuses at the helm of Pixar, it might not be the filmmaking giant it is today. The studio’s first movie was Toy Story, released in 1995—one of the most beloved films to come from Pixar, launching a five-film franchise, and counting. Pixar then went on to churn out hits like The Incredibles, Cars, Ratatouille, Finding Nemo, and Up over the next 15 years. Under fierce competition to keep pace with the studio’s immense popularity, Disney acquired Pixar for $7.4 billion in 2006.
There were undoubtedly growing pains in scaling the studio, but Jobs had a particular talent in helping employees solve problems. Docter said he was able to understand issues quickly and provide guidance.
“He could walk into rooms where he knew nothing about what was going on…sit for about five minutes, and analyze what the conversation was really about.” the Pixar executive continued. “I think that came from years of practicing.”
CEOs who expect their employees to be “always on”
The expectation that staffers should be “always on” at the whim of their bosses is no new fad; it’s often the culture of high performance, so businesses can “move fast and break things.” Tesla leader Elon Musk is famous for sending out emails at odd hours, as early as 2:30 a.m., and expecting his staffers to match his intense work ethic.
“There are way easier places to work, but nobody ever changed the world on 40 hours a week,” Musk tweeted in 2018.
Amazon is also known for fostering a pretty tough work culture. A New York Times article from 2015 reported that employees were expected to be on top of communication, even if emails came in past midnight. If staffers didn’t answer promptly, they would get text messages asking why they didn’t reply. Founder Jeff Bezos has since promoted work-life harmony over “balance.”
Tesla billionaire Elon Musk was known to send out important emails as late as 2:30 a.m, while Jeff Bezos’ Amazon culture expected employees to answer messages past midnight.
Goldman Sachs is cautioning its young job-seekers against using AI during the interview process. Instead, the $176 billion bank is encouraging applicants to study up on the firm in preparation. Other businesses like Anthropic and Amazon have also warned candidates against deploying AI—and if they’re caught, they could be disqualified.
While many companies are boasting about all the efficiencies that will come with AI, some are dissuading potential hires from using it to get a leg up in interviews with recruiters and hiring managers.
Goldman Sachs’ campus recruitment team for the bank’s private investing academy in EMEA recently sent out an email to students reminding them of its expectations for interviews, as reported by eFinancialCareers. Goldman uses video interviewing platform HireVue to pre-assess candidates and maintains a set of best practices for job-seekers. Based on the best practices guidelines, the young applicants are encouraged to prepare for interviews by studying the $176 billion firm’s financial results, business principles, and core values. But they can’t bank on AI to help them out.
“As a reminder, Goldman Sachs prohibits the use of any external sources, including ChatGPT or Google search engine, during the interview process,” the email noted, according to someone who saw the message.
HireVue is an AI-powered talent evaluation platform, known for asking behavioral questions that reveal applicants’ skills. Gen Z job-seekers might be tempted to use ChatGPT or other chatbots to game the recruitment process—but it’s discouraged, and isn’t the most viable option.
The typical Goldman Sachs virtual interview allows for 30 seconds of prep after the question, followed by a two-minute response time, according to research from eFinancialCareers. That makes it hard for job-seekers to quickly type a prompt into the chatbot, churn out an answer, and decide what the line of attack is. Plus, the responses aren’t tailored and unique to the individual, potentially hurting the interviewee more than helping.
Goldman’s job-seeker AI policy could seem ironic, as half of the firm’s 46,000 employees have access to the technology. But other companies are navigating that same paradox as they try to fully flesh out their AI strategies in an ever-changing technological environment.
Other companies dissuade applicants from using AI
Goldman Sachs isn’t the only major company warning its applicants not to use AI during recruitment. The $61.5 billion AI giant Anthropic went on a hiring spree last month, but told job-seekers that they can’t use the advanced technology to fill out their applications. The company argued that it wants to test the communication skills of potential hires, and AI use clouds that assessment.
“Please do not use AI assistants during the application process,” Anthropic wrote in the description for its hundreds of job postings. “We want to understand your personal interest in Anthropic without mediation through an AI system, and we also want to evaluate your non-AI-assisted communication skills.”
Retail giant Amazon also doesn’t like it when potential talent uses AI tools during the recruitment process. Earlier this year, the $2 trillion behemoth shared guidelines with internal recruiters, stressing that candidates who are caught using AI during job interviews should be disqualified. According to Amazon, the tools give an “unfair advantage” that masks analysis of someone’s “authentic” capabilities.
“To ensure a fair and transparent recruitment process, please do not use gen Al tools during your interview unless explicitly permitted,” the guidelines, as reported by Business Insider, noted. “Failure to adhere to these guidelines may result in disqualification from the recruitment process.”
Buffy star Sarah Michelle Gellar is a serial saver: cutting coupons, driving further for cheaper gas, and wincing at big purchases. Despite rising to stardom as just a teen, she was determined to not be one of the actors who run off with their riches early on. Other celebrities like Keke Palmer and Ed Sheeran also prefer to ball on a budget.
It’s hard to imagine a celebrity clipping coupons and not counting their mountains of cash. But Buffy the Vampire Slayer star Sarah Michelle Gellar has a thrifty mindset, and she’s not afraid to take the long road to save money.
“I cut coupons to this day,” Gellar told CNBC Make It in a 2018 interview. “Like, if there’s a coupon there, I’m going to use it.”
The 48-year-old actress has amassed millions throughout her four-decade career. Discovered by a talent agent at just the age of four, she went on to appear in TV shows and movies like Over the Brooklyn Bridge, Swans Crossing, and All My Children. By 1997, at age 19, she was a fixture on American TV screens as the star of hit vampire series Buffy, and was finally raking in money that made her feel more secure. But even after years of success—establishing herself as a teen icon through other projects like Cruel Intentions—Gellar still hesitates when splurging on expensive items.
“I still don’t like writing big checks, I don’t like making big purchases,” Gellar admitted. “I will go back and stare at a leather jacket for a couple days before I even purchase it.”
Cutting coupons, sitting on big purchases, and researching gas prices
Being the protagonist of a hit TV show like Buffy meant consistent money would start rolling in. But as a self-proclaimed saver, Gellar sat on her first big paychecks until season two, when she finally splurged on a new car.
“You heard all those stories of actors who make money, and people run off with it,” Gellar told CNBC. “I remember thinking ‘If I ever had money like that, I would know where it was at all times.’”
Gellar has received some flack for being a serial couponer. She recalled that even one day at a Bloomingdales, a woman shopping in the department store questioned her on why she—a celebrity—was using coupons and taking so long to make her purchase.
“I remember looking at her like, ‘Why should I pay more?’” Gellar continued. “Just because you’re successful doesn’t mean that you should be errant in your spending. I’ve never believed that.”
Another one of Gellar’s saving hacks included researching gas prices to find the best deal; if a gas station further away had lower prices, she’d make the journey to cut down on costs. Her husband Freddie Prinze Jr.—who she met on the set of the hit teen horror movie I Know What You Did Last Summer—would sometimes bring rationality to her thrifty habits.
″[Freddie] would say, ‘But you’re driving farther, you’re using gas to get there,’” Gellar said. “He balances convenience and cost more than I do.”
Other celebrities balling on a budget
Gellar isn’t the only Hollywood celebrity to adopt a frugal mindset; actress Keke Palmer is also a proud penny-pincher. It didn’t matter that she became a millionaire at just the age of 12 for her acting stints in projects like Akeelah and the Bee, Barbershop 2: Back in Business, and Madea’s Family Reunion—her parents taught her to watch her money closely.
“I live under my means. I think it’s incredibly important,” Palmer told CNBC last month. “If I have $1 million in my pocket, my rent is going to be $1,500—that’s how underneath my means I’m talking. My car note is going to be $340. I don’t need a [Bentley] Bentayga, I’ll ride in a Lexus.”
Shape of You singer Ed Sheeran also is careful about how he spends his fortune. The British musician had an allowance of $1,000 per month, which he spent mostly on taxis. He’s also famous for frequently sleeping at his friends’ houses—living in Courtney Cox’s spare room in 2014.
“You never want to be wasteful,” he told the Irish Examiner in 2014. ”[I use] my Barclays student account. I’ve not upgraded because I don’t spend much money. If I had all my money in one account, I would spend all of it, so I get an allowance.”
Being in the C-suite is a high-pressure job with long hours, board responsibilities, and intense scrutiny. But what is it like to be a top executive when you’re off the clock?
Fortune’s series, The Good Life, shows how up-and-coming leaders spend their time and money outside of work.
Today we meet Julia Hartz, the co-founder and CEO of Eventbrite.
Chances are if you’ve been to a stadium concert, underground comedy show, or a cooking class, you’ve used Eventbrite to score your seats.
The 45-year-old entrepreneur running the global self-service ticketing platform hatched the idea for her business from her time in entertainment. Long before founding the company in 2006, Hartz worked as an intern on the set of Friends, which sparked her passion for media production. She went on to develop TV shows at MTV and FX Network, helping churn out hits like Jackass, Nip/Tuck, Rescue Me, and The Shield. She credits industry heavyweights like producers Drew Tappon and John Landgraf with showing her the power of entertainment.
“I had the incredible privilege of learning from television icons,” Hartz tells Fortune. “Those experiences deeply shaped my creative and leadership perspective before I made the leap into tech and entrepreneurship with Eventbrite.”
Eventbrite has processed over two billion tickets globally since 2006.
Wanting to replicate that same entertainment magic for live audiences, she co-founded Eventbrite, which has since processed over two billion tickets globally. The business is in nearly 180 countries, distributing 83 million paid tickets for over 4.7 million events in 2024 alone. With 89 million monthly users, people are scoring seats at events ranging from a sunset Bach concert in Central Park to a house music cruise on the Hudson river. Eventbrite has a strong presence in the U.S. and across the U.K.—especially in London.
Hartz’s business continues to grow with curated “It-Lists” in popular cities like NYC, L.A., and London. It’s also catering to Gen Z’s tastes by creating genre-bending events like a cheese rave hosted by Queer Eye star Antoni Porowski in New York, blending dance music with artisanal cheese. And the CEO’s downtime is just as eclectic as the events Eventbrite concocts—she brews mushroom-enhanced coffee, attends regular hypnotherapy sessions, is the mom of TikTok-obsessed teens, and is a Lego lover.
“Besides hypnotherapy, I Lego so hard,” Hartz says. “I’m currently working on a three-foot-tall tower from the Lord of the Rings, complete with the Eye of Sauron on top.”
The finances
Fortune: What’s been the best investment you’ve ever made?
Hands down the best investment has been traveling with friends and family. Time is the ultimate luxury and indelible memories from unique experiences are all we are taking with us.
And the worst?
Every time I enter one of my teenage daughter’s rooms and see the accumulation of TikTok- and trend-purchased items, I would say that’s my investment low.
What do your childcare arrangements look like?
We welcomed our first daughter about two years after founding Eventbrite. In those early days, she often came to the office with us—napping under my desk in her car seat and later in a Pack ‘N Play. We’ve been incredibly fortunate to have local parents who have provided steady support with both childcare and companionship over the years.
As our family grew and life evolved, we built a strong village of friends, family, and trusted team members to help us navigate the juggle of raising four daughters while running a company. Kevin [my husband] and I have always shared parenting responsibilities equally—it’s a role that has grown in tandem with our journey as co-founders and startup operators.
There would be mutiny on the bounty if we stopped our Hulu subscription or our Max subscription.
What are your living arrangements like: Swanky apartment in the city or suburban sprawling?
We’ve lived and worked in San Francisco for 20 years, and to count this city out would be a major mistake. I’m now witnessing the third wave of regeneration since moving here, and it’s nothing short of thrilling. San Francisco is in our DNA—we’ve never seriously considered living anywhere else.
How do you commute to work?
I walk, which is such a luxury and now a major part of my wellness routine. I listen to walking-focused hypnotherapy during my commute.
Do you carry a wallet?
A wallet?! Who isn’t accepting Apple Pay? I have a wallet, but I only use it for travel. My favorite credit card by far is Ramp—we use it for Eventbrite and for Team Hartz. (Kevin is an investor)
Do you invest in shares?
Kevin and I remain substantial shareholders in the company, which keeps our work deeply aligned with the long-term interests of all our shareholders.
Outside of that, I’m fortunate to be married to a prolific angel investor—so I often get to meet some of the most exciting next-generation founders right in our living room. I occasionally invest in startups myself, especially when I’m inspired by the founders and the vision they’re building. It’s a privilege to have access to that kind of early-stage innovation and talent.
What personal finance advice would you give your 20-year-old self?
Keep working hard. Money comes and goes so all you can really count on is your own work ethic and values.
What’s the one subscription you can’t live without?
There would be mutiny on the bounty if we stopped our Hulu subscription or our Max subscription.
Where’s your go-to wristwatch from?
Apple.
The necessities
How do you get your daily coffee fix?
I make my coffee at home with a Jura machine and Blue Bottle espresso beans. I mix in manuka honey and mushroom (chaga) drops—we all love our honey and mushrooms in California at the moment.
What about eating on the go?
I never turn down a burrito.
Where do you buy groceries?
I love Bryan’s Grocery in SF!
How often in a week do you dine out versus cook at home?
We eat at home almost every night with the family. It’s more than just eating at home—it’s our daily ritual, a sacred pause in our full lives where phones are set aside and stories flow.
What would be a typical work outfit for you?
Jeans and a sweater with sneakers.
Are you the proud owner of any futuristic gadgets?
All my futuristic gadgets have to do with anti-aging…recently I invested in the LYMA [laser anti-aging skin system].
The treats
How do you unwind from the top job?
Besides hypnotherapy, I Lego so hard. I’m currently working on a three-foot-tall tower from The Lord of the Rings, complete with the Eye of Sauron on top, as a gift for Kevin’s startup, Sauron—the world’s first perceptual home security platform that continuously scans the perimeter of your home.
What’s the best bonus treat you’ve bought yourself?
I just started getting interested in vintage jewelry—every piece has a story, and I love that.
Take us on holiday with you, what’s next on your vacation list?
Growing up in Santa Cruz, the beach wasn’t just a destination—it was an extension of our backyard. That connection to the ocean has stayed with me, and the beach remains a constant in my life that I love sharing with my family. We love to be in the water—surfing and diving together. One place in particular that is so special to us is Fiji.
Fortune wants to hear from leaders on what their “Good Life” looks like. Get in touch: [email protected].
Starbucks is hiring two “global coffee creators” to travel the world and make TikToks—and it’s music to the ears of social-media-obsessed Gen Z. The role pays up to $136,000 annually, is completely remote, and doesn’t require a college degree or years of work experience. It’s a perfect match for young workers who could use the financial security, and value flexible schedules above all else.
Gen Z’s dream job is being actualized in real time—working remotely to travel the world and make fun TikToks, while loading up on coffee and a six-figure salary. Starbucks is looking to hire two “global coffee creators” to jet-set on planes and enhance its social media storytelling. But only one position is up for grabs to the public.
“For one epic year, you’ll travel the world—think Milan, Tokyo, Colombia, Dubai, Costa Rica—and more, capturing the vibes, culture, and people behind every Starbucks experience,” the job listing says.
The $111 billion coffee chain unveiled the job posting late last month, hoping to lock in two “coffee-obsessed” creators for the next year. Interested applicants should shoot their shot soon—the posting is set to expire on June 13, and is sure to attract a strong pool of talent vying for the gig.
Annual pay ranges anywhere from between $80,100 and $136,000, and the role is eligible for a bonus. Since the global coffee creators will be jet-setting to 10 to 15 Starbucks locations across the world—paid for by the coffee giant—it’s a chance to explore creatively on a comfy budget. There are a few qualifications needed to get the job, but a huge part of it is bringing the vibes.
“Your mission? Help us show the world why Starbucks coffee hits different,” the posting reads. “If storytelling, travel, and coffee fuel your soul, this is your dream gig.”
What it takes to be Starbucks’ global coffee creator
Becoming a Starbucks global coffee creator doesn’t require a master’s degree or a huge social media following.
The coffee business has a few general requirements for the job. Applicants must be 18 years or older with a high school diploma or equivalent experience—no work experience or college degree required. They also must be U.S. residents with a valid passport for the duration of the gig: August 2025 to July 2026.
The strongest candidates will also have a bit of physical strength. Traveling internationally will require a lot of legwork—whether that be getting their steps in while in Milan, or navigating the lush landscape of Costa Rica. Candidates need to be able to bend, lift, and carry their content equipment while they’re on the road for the next year. They also need to understand TikTok trends and adapt accordingly.
The job posting notes that there are a few pluses that will stand out in applications: talent with strong interpersonal and cross-cultural skills, who can work independently and create their own schedules.
The candidate also needs to be comfortable on camera and have strong storytelling skills to capture the local culture and community of international Starbucks locations. On a technical level, applicants should also be familiar with TikTok and Instagram creation alongside editing tools like Photoshop, InDesign, Premier, and Final Cut Pro.
Why it’s the perfect job for Gen Z
Starbucks has been on a hiring spree, posting high-paying roles like that of airplane pilot. But becoming a global coffee creator may be the better route for Gen Z to score a six-figure role straight out of high school.
Plus, because the job requires workers to jet-set from Milan to Tokyo, working in-office is out of the question. The gig is fully remote, which is music to the ears of Gen Z; after all, 40% of the young generation would suffer a pay cut in exchange for flexible schedules.
Starbucks’ new posting also values the exact thing young people are criticized for: being chronically online. Gen Z is turning to TikTok influencers as their voice of reason over experts, and they’re so addicted to the social media app that nearly half wish it didn’t exist. Becoming a TikToker is even the second most sought-after career for the bright young minds of tomorrow. This is a rare opportunity to turn a time-sucking habit into a six-figure job with benefits.
The CEO of the cookie dough empire Sweet Loren’s gives a personality test to all prospective hires. Loren Castle says she’s looking for positive, passionate people with the energy to work at the sweets startup set to rake in $120 million this year. Corporate stiffs who can’t keep up with the craziness won’t make the cut.
Myers-Briggs has found that many entrepreneurs have extroverted, intuitive traits—ENFPs like Quentin Tarantino, and ENTPs like Thomas Edison. When it comes to astrology, the biggest U.S. CEOs are most likely to have the Taurus sign, like Mark Zuckerberg.
Certain qualities can be linked to success, so one chief executive is using a personality test to find her star workers and weed out the bad candidates. Loren Castle, CEO of refrigerated cookie dough empire Sweet Loren’s, runs her business with the energy of a startup—and needs her workers to thrive off that craziness. Castle hands out the CliftonStrengths assessment to every candidate she interviews to sort out the bad eggs.
One red flag that she’s always looking for? Corporate stiffs: “People that have too much corporate training and no experience with startups or fast-growing smaller brands,” Castle explains to Fortune.
“I just don’t know if they’re actually going to like this world. It’s totally different.”
The millennial CEO says she looks to snag talent who have both corporate and startup experience so they’re prepared for the intensity of running a fast-paced small business—which rolled in $97 million in gross sales last year, and has a projected $120 million run rate this year. Sweet Loren’s has expanded to 35,000 retail locations, taking over the refrigerated aisles of Target, Whole Foods, Publix, Kroger, and Walmart.
The green flags she looks for in talent, after previous hiring woes
Castle says she hasn’t always had a solid team behind her. In the beginning it was difficult for her to fully understand what the culture at Sweet Loren’s would look like, and who would be the best people to work there. But now she has a keen eye to spot those applicant green and red flags.
“It’s hard to hire the right team. That’s the hardest part of this: to really understand what your culture is and attract the best people,” Castle says. “Not everyone wants to work this hard. It’s definitely not easy—this is not a coasting job.
“We’re really mindful now when we’re building out teams,” she says, adding that when a candidate completes the test, she’s looking at: Are they analytical? Are they really strategic? Or perhaps, they’re empathetic?
Castle is looking for employees with a few core traits: They need a positive attitude, passion, and teamwork skills.
“We have less than 30 people on our team, and we run a profitable business,” she continues. “So we really need smart, passionate people on the team—you can’t kind of hide. It took us a while to get there.”
There’s another winning characteristic Castle looks for in her next Sweet Loren’s hire that can’t be parsed out through a personality test: They have to have relevant experience, even if they aren’t in the consumer packaged goods (CPG) space. One of the several things she won’t tolerate? Job-seekers with big egos.
“Rounding out each team, we’re going in eyes wide open,” Castle says. “They shouldn’t have an ego. We want everyone to be driven for their own personal fulfillment.”
The personality test given out to every applicant
Personality and talent assessments like Hogan Assessments and the Myers-Briggs Type Indicator have long been an employer strategy in culling a talent pool. Here’s a peek inside the test job-seekers have to pass to work at Sweet Loren’s.
The CliftonStrengths assessment is a 30-minute test made by American analytics company Gallup that analyzes unique skills, thinking patterns, feelings, and behaviors. Questions are framed on a sliding scale: It asks job-seekers to rate their relatability to two statements, each on opposing ends of the query.
For example, the statement “I want everyone to like me” is on one end, while another saying “I want people to adore me” is on the other. Test-takers choose if one declaration “strongly describes” them, or float to a “neutral” option in the middle if neither statement resonates.
The test then categorizes the results into 34 themes across four domains: strategic thinking, relationship building, influencing, and executing. Test-takers can be described as talented in certain ways—maybe they’re a “learner” when it comes to strategic thinking, or are a stellar “developer” in relationship building.
Cookie dough executive Loren Castle has learned to spot the good eggs after previous hiring woes, and no big egos or corporate stiffs will make the cut.
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