Bridgewater interview test asked candidates what they had walked away from
Former Bridgewater executive Dave Kline says he screened candidates for risk-taking, resilience and initiative beyond their résumés.
By Hana Yoshida · Markets Reporter
3 min read
Former Bridgewater Associates executive Dave Kline says one Bridgewater interview test he used focused on whether job candidates had ever left a secure position to pursue a riskier path. Kline’s point, according to comments he posted on X, was to find people who had shown enough confidence to bet on themselves.
Fortune reported that Kline spent nearly a decade in senior recruiting and C-suite roles at Bridgewater Associates, which it described as the world’s largest hedge fund. Kline later left the firm in 2020 and founded MGMT, an executive coaching company, according to Fortune.
What is the Bridgewater interview test?
Kline called the question the “(Un)popularity Contest,” according to Fortune. He said he asked hundreds of Bridgewater candidates what they had chosen to leave behind, looking for people who could act despite pressure from others who disagreed.
In a post on X, Kline framed the test around a direct question: had the candidate walked away from something safe for something risky? If the answer was no, he wrote, he would not hire the person because they had not shown they had “bet on themselves.”
Kline said the answer helped him judge whether a candidate could trust their own judgment when others pushed back. He wrote that hiring managers should want someone who had already experienced feeling isolated while making a decision.
Kline’s five interview tests
Kline wrote that conventional interviews often reward compliance rather than initiative. He said his five tests were meant to identify candidates with drive, judgment and resourcefulness.
The (Un)popularity Contest: Kline asked whether a candidate had left a safe option for a riskier one, using the answer as a sign of self-belief and independence.
The Conviction Test: Kline asked whether the candidate had taken a position others disagreed with that later proved right. He said people who cannot show that may rely too much on direction or consensus.
The Relentless Test: Kline looked for evidence that a candidate had endured a situation that would have led many people to quit. He wrote that easy conditions do not show how someone performs under strain.
The Resourcefulness Test: Kline asked what candidates did when they had no roadmap, budget or permission. He said a candidate who stopped at that point had given the hiring manager useful information.
The Obsession Test: Kline asked whether candidates pursued a subject intensely without being required to do so. He advised managers to ask candidates to teach them about something they care about and observe the response.
Why are employers using unusual interview screens?
Fortune reported that Kline’s approach fits into a broader set of unconventional hiring methods used by executives and recruiters as AI tools contribute to large volumes of job applications. These screens are designed to assess conduct, judgment and personality beyond a résumé.
Fortune has reported that Twilio CEO Khozema Shipchandler uses 45-minute dinners for senior candidates and listens for frequent use of the word “I,” which he views as a possible sign the person may not be team-oriented. Fortune also reported that Bupa CEO Iñaki Ereño puts candidates through six hours of tests and watches how they order wine at a meal because he believes it can show initiative.
Other interview tactics cited by Fortune include a “coffee cup test,” in which a boss checks whether a candidate returns an empty cup to the kitchen, and meal-based tests involving salt, pepper and hot sauce. Fortune also noted that Steve Jobs was known for a “beer test,” aimed at whether he would want to have a drink with a potential hire.
Kline’s original post is available on X.
This story draws on original reporting from Fortune.