What If Famous Historical Figures Applied for Jobs Today?

Would Cleopatra pass a reference check? Would Einstein ace a personality test? 

Let’s imagine a world where time travel exists—but instead of epic adventures or saving humanity, history’s most legendary figures are… job hunting. 

Hiring is about more than just résumés and interviews—it’s about context, alignment, and potential. But it’s hard not to wonder: What would happen if the most iconic minds and leaders in history showed up for a modern job search? 

Let’s break down how some famous historical figures might fare in today’s world of applicant tracking systems, reference checks, and personality assessments. 

Cleopatra — Applying for Chief Communications Officer 

Résumé Power Moves: 

• Multilingual with diplomatic finesse 

• Led one of the most complex political environments in ancient history 

• Master of personal branding (looking at you, eyeliner and empire) 

Background Check Results: 

• Strong track record of leadership under pressure 

• Known for strategic partnerships (and a few controversial alliances) 

• May raise eyebrows in a “no drama” office culture 

Personality Assessment: 
Persuasive, emotionally intelligent, highly adaptable 
Risk Level: Medium-to-spicy 
Verdict: Hire if you're looking for a bold brand voice and fearless crisis management. Maybe don’t pair her with your most sensitive board member. 

Albert Einstein — Applying for Research & Development Director 

Résumé Power Moves: 

• Revolutionized physics 

• Published over 300 scientific papers 

• Icon-level hair and humility 

Background Check Results: 

• A few rebellious academic stints and an unconventional résumé 

• May show gaps or nonlinear job history (but worth the dig) 

Personality Assessment: 
Visionary, introverted, nonconformist 
Risk Level: Low, unless you have strict dress codes or linear thinkers in charge 
Verdict: 100% a yes—just don’t expect him to stick to Slack threads or standardized reports. 

Frida Kahlo — Applying for Creative Director 

Résumé Power Moves: 

• Icon of self-expression and brand authenticity 

• Deep understanding of identity, aesthetics, and storytelling 

• Turned pain into powerful art—and inspired generations doing it 

Background Check Results: 

• Strong reputation, some unconventional collaborations 

• Possibly polarizing to risk-averse brands (but hey, they’re probably boring) 

Personality Assessment: 
Bold, introspective, unfiltered 
Risk Level: Medium 
Verdict: A culture-defining hire for companies with guts. Let her lead, don’t micromanage. 

Leonardo da Vinci — Applying for Product Manager 

Résumé Power Moves: 

• Multi-disciplinary genius 

• Obsessed with iteration, sketching, and prototyping 

• Developed concepts centuries ahead of his time 

Background Check Results: 

• Would likely confuse applicant tracking systems with overlapping roles: inventor/painter/anatomist/engineer 

• May struggle with modern deadlines 

Personality Assessment: 
Curious, abstract thinker, deeply independent 
Risk Level: High, but worth it 
Verdict: A visionary who might frustrate your operations team—but change the game long-term. 

Joan of Arc — Applying for Team Lead, Crisis Response 

Résumé Power Moves: 

• Led military campaigns at 17 

• Unshakable conviction under pressure 

• Commanded the respect of troops, kings, and even enemies 

Background Check Results: 

• Verified courage and integrity 

• May set off alerts for defiance of conventional authority 

Personality Assessment: 
Driven, principled, fearless 
Risk Level: Depends on your leadership style 
Verdict: Hire if you need someone to rally the team in tough times. Just don’t try to put her in a box. 

Final Thoughts: Great Candidates Don’t Always Look Like Everyone Else 

If there’s one thing these historical icons teach us, it’s that brilliance often comes with boldness—and that truly great hires may not check every conventional box. They might challenge the norm, defy expectations, or stand out in ways that scare off less confident hiring teams. 

But that’s where context matters. And that’s why smart screening isn’t just about red flags—it’s about the why behind the data. 

It’s important to help companies understand the whole story behind every candidate. Because whether you’re hiring the next Cleopatra or just a fantastic Content Manager, the right vetting process makes all the difference.