Steve Jobs Had a ‘Beer Test’ He Would Use For Interviewing People at Apple

Steve Jobs, the globally revered former CEO of Apple, was renowned not just for his visionary products but also for his distinctive approach to hiring, often termed the ‘beer test.’

The thought of interviewing for a tech behemoth like Apple can be a profoundly intimidating experience, even for the most seasoned professionals. Jobs was deeply attuned to this potential pressure felt by candidates.

As cited by, one of Jobs’ key concerns was the conventional interview style where candidates frequently come armed with an arsenal of polished, rehearsed responses. These answers, while often accurate, can lack authenticity and make the entire process feel scripted.

Keen on shaking up this paradigm, Jobs favored a more personable, informal approach that went beyond the usual interview formalities.

By dropping the rigid structure of traditional interviews, Jobs aimed for a more organic interaction. His approach wasn’t rooted in trapping candidates with tricky questions or expecting them to deliver perfect answers.

Instead, he wanted to delve deeper, to understand the individual, their motivations, aspirations, and personal quirks. He believed that while technical skills and experience are critical, interpersonal dynamics play a significant role in a team’s success. Many in the industry would nod in agreement with this perspective.

Throughout his tenure, Jobs was in constant pursuit of excellence. When he spoke of hiring, he wasn’t looking for just any talent; he sought ‘A-Players.’

To him, these were individuals who weren’t merely good at what they did but were the best in their field, bringing not only expertise but also passion and innovation to the table. He believed that these ‘A-Players’ were crucial in driving Apple’s mission forward, ensuring the company stayed at the pinnacle of technological advancement.