Sweet Loren’s CEOs will have new recruits through personality tests.

• Cookie Dough Empire Sweet Loren’s CEO offers personality tests For all future recruitment. Lauren Castle says he’s looking for positive and passionate people with the energy to work for a sweets startup for $120 million this year. Those who are firm in companies who can’t keep up with the insanity won’t cut.

Myers-Briggs has discovered that many entrepreneurs have extroverted and intuitive characteristics –enfps like Quentin Tarantino, and entps like Thomas Edison. He is the largest CEO in the US when it comes to astrology. It’s most likely Like Mark Zuckerberg, he has the Taurus sign.

Because certain qualities can be linked to success, one CEO uses personality tests to find star workers and eliminate bad candidates. Lauren Castle, CEO of the Frozen Cookie Dough Empire Sweet Laurenneeds her workers to run her business with startup energy and make that insanity flourish. Castle gives Cliftonst ratings to all candidates she interviews to sort out bad eggs.

One red flag she’s always looking for? Corporate tough: “Those who have too much corporate training and have no experience with startups or fast-growing small brands,” explains Castle luck.

“I don’t know if they’ll actually like this world. That’s completely different.”

Millennial CEOs say they have the talent to have experience in both corporate and startups, and are prepared for the strength to run fast-paced small businesses. $97 million This was the total sales of last year, and is expected to run at $120 million this year. Sweet Loren’s expands to 35,000 retailers and takes over frozen corridors targetWhole Foods, Publix, Crogerand Walmart.

The green flag she is looking for in talent

Castle says she doesn’t always have a solid team behind her. Initially, she was difficult to fully understand what Sweet Lauren’s culture looked like and who would be the best person to work there. But now she has an eager eye to finding the green and red flags of those applicants.

“It’s hard to hire the right team. That’s the most difficult part of this. It’s about really understanding what your culture is and attracting the best people,” Castle says. “Not everyone wants to work hard at this, it’s definitely not easy. This isn’t coastal work.”

“We’re really careful right now when we’re building our team,” she says. When the candidate completes the test, she sees: Are they really strategic? Or are they empathetic?

Castle is looking for employees with several core characteristics. They need positive attitude, passion and teamwork skills.

“We have less than 30 people on our team. We run a profitable business,” she continues. “So we really need smart, passionate people on our team. We can’t hide it. It took us a while to get there.”

The next sweet Lauren rental is looking for another distinctive castle of victory. This cannot be analyzed using personality tests. Even if you are not in the consumer’s packaged goods (CPG) space, you need related experience. One of a few things she doesn’t tolerate? A job seeker with a big ego.

“When we close out each team, our eyes are wide open,” Castle says. “They should not have egos. We want everyone to be driven for their own personal fulfillment.”

Personality test given to all applicants

Character and talent assessments such as Hogan ratings and Myers Briggs type indicators have long been an employer strategy when culling talent pools. This is a peek at the test job applicants need to pass to work at Sweet Lauren.

Cliftonstrengths Assessment is a 30-minute test conducted by American Analytics Company Gallup that analyzes unique skills, thought patterns, emotions and behaviors. Questions are surrounded by a slide scale. It asks job seekers to assess the relevance of two statements at the conflicting edge of each query.

For example, there is a statement on one end that says, “I want everyone to like me,” while another says, “I want people to worship me.” Test takers choose whether one declaration “explains” them or not, or if neither statement resonates, they float in the central “neutral” option.

The test then classifies the results into 34 themes across four domains of strategic thinking, relationship building, impact, and execution. Test takers can be described as talented in certain ways. When it comes to strategic thinking, they are either “learners” or “developers” of relationship building stars.

This story was originally introduced Fortune.com