When Ben Goodwin takes the stage, he doesn’t sound like most CEOs. The co-founder of OLIPOP, a brand that’s redefined what soda can be, doesn’t wax poetic about MBAs or fawn over candidates with decades at blue-chip companies. Instead, he cuts to the chase: "Between passion and technical acumen, passion always wins out," he said. Goodwin’s bet on fire over credentials has helped him build a $20-million-a-month business in just five years; not by assembling the most decorated team, but by finding people who care enough to figure it out.

It’s a philosophy that’s turning hiring on its head. Goodwin isn’t just looking for employees; he’s looking for believers. People who show up with a spark, who treat the company mission like it’s their own, who would rather solve a hard problem than polish their LinkedIn. "If you have enough real passion, you’ll typically learn the acumen," said Goodwin. But flip it? A resume packed with skills but no soul? That’s a recipe for a team that’s checked out, a culture that’s stagnant, and a company that’s running on fumes.

The Skills That Actually Move the Needle

The world has no shortage of people who can do the job. What’s rare are the ones who make the job matter. LinkedIn’s 2025 "Skills on the Rise" report backs this up. The traits topping the list aren’t coding languages or certifications. They’re adaptability, conflict mitigation, innovative thinking, and public speaking. These are skills that can’t be automated, outsourced, or faked.

Why? Because technical skills are the price of entry. Passion is the multiplier.

When was the last time a spreadsheet changed the world? Never. But a team that’s obsessed with solving a problem? That’s how industries get disrupted. That’s how $20-million-a-month companies get built.

Passion Isn’t a Buzzword; It’s a Competitive Advantage

Passion gets a bad rap. It’s dismissed as fluffy, unmeasurable, and the stuff of motivational posters. But here’s what it actually looks like in the wild:

The employee who stays late not because they have to, but because they’re itching to crack the code.
The new hire who asks "Why?" instead of "What’s my title?"
The leader who turns down a bigger paycheck because the mission means more than the money.

Passionate people don’t just do the work and they own it. They’re the ones who spot problems before they explode, who mentor colleagues without being asked, and who treat setbacks like puzzles instead of roadblocks. They’re not just doing a job. They’re building something.

Additionally, passion is contagious. One person who genuinely cares raises the bar for everyone else, and they create a culture where mediocrity doesn’t stand a chance.

Nolan Church, who’s hired for Google, DoorDash, and now runs the talent marketplace Continuum, puts it bluntly: "If you give a damn about something, it tells me you have the potential to give a damn about your work." That’s why he tells job seekers to list their passions (yes, on their resumes) under "interests." It’s not about whether you love knitting or mountain biking. It’s proof that you’re capable of caring deeply, and that’s the raw material of great work.

But here’s where most people get it wrong: Passion isn’t about grand gestures. It’s about showing up. It’s the barista who remembers your order, the engineer who refactors code not because she was told to, but because she couldn’t sleep knowing it could be better. It’s the candidate who’s read every article about your industry, not because they had to, but because they’re hungry to learn.

The Ego Trap (And How to Avoid It)

Goodwin has a hard rule: No egos bigger than the mission. Why? Because ego kills collaboration, stifles feedback, and turns teams into battlegrounds. The most dangerous hire isn’t the one who lacks skills; it’s the one who thinks they’ve got nothing left to learn.

The antidote to this is self-awareness. Goodwin probes for it in interviews by asking candidates about their derailers. These are the blind spots that trip them up. "To keep your ego in check, you have to know what your derailers are," he said. That means being humble enough to admit them."

It’s a brutal filter, but it works. Because the best teams aren’t made of people who never fail. They’re made of people who learn faster than they fail.

What Passion Means for You

We’ve spent decades worshipping at the altar of credentials. But the future belongs to the passionate ones who show up with more than a degree, who bring their whole selves to the table, who would rather build something meaningful than just climb a ladder.

If you’re hiring: Stop obsessing over pedigree. Start asking the following questions:

"What’s a problem you’ve solved that wasn’t in your job description?"
"Tell me about a time you turned down money for something that mattered more."
"What’s a skill you taught yourself because you were curious?"

If you’re job hunting, your resume isn’t a list of jobs. It’s a story. The best stories aren’t about where you’ve been; they’re about what drives you. So yeah, list your skills. But don’t bury the part where you built something, fixed something, or fought for something just because it lit you up.

So here’s your homework: What’s the thing you care about enough to fight for? Find it. Feed it. And let it show. The right people and the right opportunities will be easier to find. Whether you're seeking a job or hiring, when you sign up with EnRoute Jobs, you can connect to the right people in a variety of industries and turn that passion into your next big move.

Why Passion Beats a Fancy Resume Every Time

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