Chanel HR chief reveals the first thing they look in candidates is their personality. Skills come last

Channel HR chief said the luxury brand does not prioritise candidates from elite schools. (Image credit: AFP)

Breaking into the high‑stakes world of luxury fashion has long carried an air of exclusivity, but Chanel’s chief people officer, Kate Isnard, has made one thing clear: the secret is not pedigree, perfection, or a portfolio of elite credentials. It’s personality—above all else.

“The first thing that we look for is personality and the fit for the culture. Are they going to be a good fit with our high standards of excellence, integrity, collaboration, and long-term?” she told Fortune.

For a company built on craftsmanship, legacy, and meticulous attention to detail, ego is not an asset—alignment is. Isnard makes no attempt to sugarcoat it: candidates who signal self‑importance, a desire to work short‑term, transactional motives are immediately ruled out. “If people have big egos and want to work solo or are mercenaries doing things only for the short-term, they’re not going to fit,” she said.

A learning mindset beats technical mastery

Chanel’s second priority—after personality—is a genuine hunger to learn. A growth mindset, Isnard stresses, is essential in a house that blends creative heritage with evolving global expectations.

Skills, surprisingly, come last. “But the other two are absolutely necessary,” she noted.

No preference for elite schools

In an industry known for prioritising narrow pipelines of talent from a handful of prestigious institutions, Isnard says Chanel intentionally rejects that approach. Instead of recruiting from “one or two elite schools,” the brand looks for a breadth of lived experiences.

How Chanel tests for character

Isnard listens closely to how candidates narrate the arc of their own lives. “I always ask, what is your story? What has shaped you, what has helped you to become the person that you are today?” she told the publication.

Another telltale sign that the candidate is actually interested in the job at hand, beyond the brand is whether they ask any questions, Isnard added. “There is almost an emotional attachment to this brand. That’s why you need to go deeper.”