Airbnb’s CEO Studied Steve Jobs’s Playbook to Slash Bureaucracy and Build His $84 Billion Empire: Inside Brian Chesky’s 5-Step Hiring Strategy to Cut Red Tape
In a world where startups often evolve into slow-moving giants drowning in red tape, Airbnb has managed to defy the odds. Under the leadership of co-founder and CEO Brian Chesky, the company—now valued at $84 billion—has not only disrupted the hospitality industry but also become a model of innovation, agility, and people-centric culture.
The secret? Chesky took a page straight out of Steve Jobs’s legendary playbook, focusing on lean teams, bold creativity, and razor-sharp talent acquisition strategies.
How Brian Chesky Slashed Bureaucracy and Brought Back Startup Energy
When Airbnb started to feel the drag of corporate inertia, Chesky didn’t hire more managers. Instead, he turned inward—reflecting on what made companies like Apple thrive under Jobs’s visionary leadership.
He realized: bureaucracy is a symptom of bad hiring.
Rather than adding layers of approval and micromanagement, Chesky doubled down on hiring the right people who could thrive with autonomy and innovate fearlessly.
“I used to think building a company was about hiring quickly. Now I believe it’s about hiring precisely,” Chesky said in a 2023 interview.
Let’s explore the 5-step hiring strategy Chesky uses to keep Airbnb lean, creative, and fast-moving.
🔹 Step 1: Hire Creators, Not Managers
Chesky believes that great companies are built by builders, not bureaucrats. That’s why Airbnb now prioritizes hiring individual contributors with a creative mindset—people who would rather build something from scratch than manage a process.
Just like Steve Jobs, who surrounded himself with artists, designers, and engineers rather than MBAs, Chesky looks for visionaries who can turn an idea into a real product.
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🔹 Step 2: Culture Fit Over Résumé Brilliance
At Airbnb, technical skill is just the baseline. What truly matters is whether a candidate is a cultural fit—someone who believes in the mission and can uphold Airbnb’s core values of community, innovation, and trust.
Chesky once rejected a highly qualified executive because their personality clashed with Airbnb’s culture. For him, integrity, empathy, and collaboration are non-negotiables.
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🔹 Step 3: Fewer Hires, Better People
In the early days, Chesky believed in scaling rapidly. But after Airbnb grew bloated with middle managers and teams felt slowed down, he did the opposite: hired fewer people but at a higher standard.
He now says every hiring decision should feel like casting for a movie, with each person playing a key role. Hiring is slow, intentional, and based on deep vetting—not just experience, but energy and mission alignment.
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🔹 Step 4: Give Employees Full Ownership
At Airbnb, roles aren’t just job descriptions—they’re missions. Employees are given full ownership of projects and are encouraged to run with ideas, even if they fail at first.
This reduces bureaucracy because people don’t wait for permission—they’re trusted to act. Just like Jobs empowered small teams at Apple to move fast, Chesky does the same, creating a flat structure with high autonomy.
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🔹 Step 5: Focus on Storytellers and Visionaries
Chesky isn’t just building a business—he’s building a brand with a soul. That’s why he hires people who are great storytellers, deep thinkers, and mission-driven leaders.
Whether it’s a designer or a product lead, Airbnb looks for those who can articulate “why” behind their work. People who think beyond the now and connect emotionally with customers are Chesky’s ideal team members.
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Chesky’s Hiring Revolution Is Airbnb’s Competitive Advantage
While many corporations layer themselves with compliance and hierarchy, Airbnb is moving in the opposite direction—lean, fast, and creative. Chesky’s Jobs-inspired hiring playbook has not only helped Airbnb weather crises like COVID-19 but has also led to sustained innovation.
The result? A culture where bureaucracy fades, creativity thrives, and talent shines.
“The best way to eliminate red tape isn’t to manage it—it’s to hire people who don’t need it,” Chesky says.
As companies everywhere battle stagnation, Chesky’s hiring philosophy is a masterclass in how to scale without losing soul.