Here’s How The Motley Fool Landed on Inc.’s Best Workplaces List

Our purpose here at The Motley Fool is to make the world smarter, happier, and richer. And that starts with making our own employees (whom we lovingly call “Fools”) smarter, happier, and richer.

Achieving that goal is more important than ever as we all deal with the fallout of COVID-19.

Our purpose isn’t to make Fools work harder, faster, and then even harder (while also homeschooling kids, caring for elders, and contending with anxiety). As our CEO has emphasized during our weekly all-company Zoom meetings, we want all Fools to make their health and safety a higher priority over work.

So imagine how it warmed our hearts when we read this comment in our recent engagement survey:

If crisis reveals character–and I believe it does–then the connections and care I’ve witnessed and been a part of are a testament to the quality of the people at our company. I believe we are unmatched as a collective group of truly good hearted humans.

In all seriousness, we got a little teary-eyed when we read it.

Oh! We also made Inc.’s List of the Best Places to Work. That was nice to read this week, too.

We think we see a connection here. How do you land on Inc.’s Best Workplaces list? Assemble a group of truly good-hearted humans, support them wholly, and trust them to achieve great things together. It’s just that Foolish.


As always, our top priority is the well-being of our employees and the communities we serve, including YOU, our current and prospective job candidates. Here’s what has changed- and what hasn’t- about recruiting at The Motley Fool during this COVID-19 outbreak.

We are continuing to hire globally for our open positions. Yep, the proverbial light is on and we are still reading stacks of resumes every day. Our process has adapted- not quite the “glow up” we were hoping for, but we’re enjoying the challenge. All of our recruiting and onboarding processes are fully virtual. All candidate interviews will take place via phone or Zoom, and we’ve gotten pretty good at onboarding our New Fools remotely, too.

If we have the pleasure of meeting you on Zoom, please pardon the puppy on our lap or the occasional toddler introducing themselves on camera. They’re part of our Fool family, and they’re a little unpredictable. And don’t worry, we know your home might be a little fuller than usual, too. The extra noise and cameo appearances don’t phase us at all. We’re looking forward to meeting you, virtually!

At the Fool: Susan Packard

Ever heard of a little TV network called HGTV? We thought so. Susan Packard, co-founder of HGTV and one of the key media minds behind CNBC, Food Network, The Travel Channel, and more, visited The Fool earlier this month to discuss emotional intelligence and her new book Fully Human. She sat down with Kate Herman, head of Learning and Development at The Fool, leaving the audience with a few key takeaways:

  1. Emotional fitness is all about steadiness, peace of mind, and joy. It’s not just about doing – it’s about being.
  2. Emotional fitness is like physical fitness: You must practice it regularly to develop those muscles.
  3. Three steps to develop emotional fitness as a leader:
    1. You must have a Willingness to gain greater self awareness
    2. Build Trust with your employees
    3. Develop “We Principles” – look beyond your individual needs and desires to the greater good of the whole

Check out Fully Human to learn more about Susan’s take on developing emotional fitness in work, leadership, and life. Happy reading, Fools!

April Fool’s Postscript

The Motley Fool has been running an April Fool’s Day joke for 26 years. We would even venture to guess that we were the first company to pull an online prank on this annual celebration of jesting. And fun fact – it was actually part of our company’s founding. Always with a Foolish twist, our jokes contain a hidden message or lesson for our readers.

This year, our People Team took a moment to poke some fun at the automated world of recruiting. While we understand and appreciate the uses of automation technology, when it comes to finding our newest Fools, we believe that human interaction is still an utmost necessary part of the entire hiring process. We review every resume, cover letter (traditional, comic strip, YouTube video, etc.), questionnaire answer, completed test, and application. We don’t scrape resumes for keywords or build algorithms to process resumes in bulk. We really do pride ourselves on truly connecting with our applicants. Job searching and applying to opportunities is stressful enough without having to deal with bots!

The Fool also has a longer, high touch interview process. It’s important to us that our applicants get a real sense of who we are and how they will be working with us on a day-to -day basis. After all, we want this to be the last job you will ever have. Yup! We hope to hire for life.
So, keep an eye on our jobs page on our careers website, apply for any roles that sing to you, and know we will read everything you send our way. And, hopefully, we’ll meet you in-person one day too. Fool on, humans!

The Motley Fool is rapidly growing, and all across the business, we’re hiring. A lot.

To keep up with our higher (or should we say hire?) pace of recruiting, The Motley Fool is transitioning to HIPster, a new recruiting platform created internally. Effective immediately (like right now), the Foolish Recruiting Team will be using a proprietary algorithm embedded within HIPster to evaluate qualified candidates in a more effective, and almost perfect, manner of hiring.

A New Way-ve of Hiring

New faces were quickly filling our offices worldwide, so we decided to analyze overall internet and social media usage of every employee to better connect tenured and newer Fools. Interestingly, we found a statistically significant and direct correlation between our most successful employees and what we now refer to as “Having Internet Points” or “HIP” for short. After this new discovery, we developed a unique approach to how we hire Foolishly, and we’re excited to finally put it into action starting today.

It’s simple! Moving forward, all applicants will be ranked using a formula that calculates each individual’s HIP value. The higher your HIP, the more likely you’ll be hired! (You’re more likely to be more successful with a higher HIP value after all.) Here is the formula:

Candidate HIP Value =

[(Total # of Instagram Likes)*(Total # of Facebook Likes)*(Total # of Imgur Upvotes)] * [(Total # of Zoombie Stars)*(Total # of Slack :fire: Emoji)] – [(LinkedIn Profile Views) + π]

We found that these internet metrics had the biggest impact on HIP valuations, and by combining all of them into one simple formula, we are able to appropriately place candidates within HIPster into the below HIP ranges to make clearer and better informed hiring decisions.

Candidate HIP ValueHiring Decision Made
1993 and aboveAutomatic full-time offer to candidate
1235 to 1992Temp-to-Hire offer to candidate
315 to 1234Internship offer to candidate
94 to 314Ask to apply again after improving HIP value
Below 93Declination letter sent via snail mail

And that’s it!

You may be wondering why the total number of followers a candidate has aren’t included in the formula. Well, we actually do factor in a candidate’s following prestige on various platforms using a secret second formula within HIPster. Unfortunately, at this time, further information about said secret formula is non-public, and our Legal Team has advised us to change the subject whenever someone asks about it.

The era of resumes with work experience, interesting cover letters, and in-person interviews is long over. From our initial research, we know that we do not need to actually interact with candidates to make smart hiring decisions. In fact, also starting today, new employees will not interact with other Fools until their third day of employment, when they have fully immersed themselves in our tech systems and become experts in their roles.

As we move into this faster-paced hiring, HIPster, one simple formula, and AI-generated data will allow us to hire quickly and Foolishly. We wholeheartedly welcome this new stage of recruiting and are ready to see how today’s choices affect the tomorrow of our growing company.

HIP, HIP, hooray, Fools!

Way to Go, Daddy-O!

Ollen Douglass, former CFO of The Motley Fool and now Managing Director of Motley Fool Ventures, was honored last night at the Washington Business Journal’s Minority Business Leader Awards!  

Over his time at The Motley Fool, he navigated the ship through smooth and rough water and now he’s doing exciting—and unprecedented—work in the world of venture capital with Motley Fool Ventures.

Congrats, Daddy-O! You’re a true Fool who lives and breathes The Motley Fool’s purpose. It’s a joy and an honor to work alongside you.

Motley Fool Workplace Culture in the News

We’ve been busy at The Motley Fool and reporters have taken notice. Here are a few stories we’ve appeared in recently that highlight some of the ways we’re trying to make Fools smarter, happier, and richer at work.


Inc Magazine

This Company Offered All of Its Employees $200 to Ask for a Raise

Yes, that’s right, we picked a day on the calendar and encouraged every Fool to ask for a raise. In fact, we paid them to ask for raise. Find out how the day went from the perspective of leadership and one of the Fools who asked for a raise.


LinkedIn Blog

How a “Foolish”Culture Became a Recruiting Powerhouse for This Finance Company

Wow! A recruiting powerhouse! LinkedIn takes a close look at our orientation process, how we built our Facetweetworthy culture, and more. With gifs!



Society for Human Resource Management Magazine

Profiles in Wellness: Four HR Leaders Taking a Holistic View

At The Motley Fool, we take employee health seriously. We know that everyone’s wellness journey is different and so, thanks to our Chief Wellness Officer Sam Whiteside, we offer as many opportunities as possible for all Fools to find their path to healthier living.


By the way, we are hiring, a lot! Check out all of our open positions at