In a revealing look at the modern leadership ethos, Joey Gonzalez, the executive chairman of the global fitness titan Barry’s, has shared how an unconventional approach to digital networking paved the way for his company’s future. In an exclusive feature with Fortune, Gonzalez detailed his commitment to “radical accessibility,” a practice that culminated in him finding his own successor through a cold outreach on LinkedIn.
Gonzalez’s anecdote could be read as a hopeful story of healthy hiring practices. Besides the company’s vision as one of the emerging fitness brands across the world, Barry’s also endeavors to establish a healthy workplace.
Barry’s cofounder Joez Gozalez shares intriguing CEO recruitment story
According to a recent report by Fortune, Barry’s cofounder Joey Gonzalez revealed that the current CEO of the fitness brand was hired through a cold email. For Gonzalez, who ascended from a client in 2004 to CEO in 2015, the traditional, rigid boundaries of corporate hierarchy have long been a relic of the past.
The Barry’s cofounder told Fortune that he intentionally dedicates nearly his entire Friday to engaging with strangers. This ranges from ambitious MBA students and curious fitness trainers to “random people” who reach out via unsolicited messages. It was this habit of personal vetting that led him to Ryan Blythe, the current CEO of Barry’s, whose initial outreach stood out not for its pedigree, but for its alignment with the brand’s high-octane, community-centric culture.
Gonzalez frames these interactions as a deliberate, founder-led talent strategy rather than mere altruism. In an era increasingly defined by “labor scarcity” and the “revenge quitting” phenomenon, he argues that the ability to identify talent through direct, unfiltered channels offers a distinct competitive advantage. By bypassing traditional executive search firms and HR gatekeepers, Gonzalez believes he can better assess “cultural fit” and operational agility—qualities he values more than a conventional resume.
The success of this approach has significant implications for how leadership pipelines are constructed in 2026. While boards of directors typically favor formal vetting processes, Barry’s board has reportedly embraced Gonzalez’s “talent architect” model, viewing his willingness to absorb the personal risk of these hires as a sign of strategic foresight.
Gonzalez acknowledges that this method carries inherent reputational exposure; if a hire sourced through a cold email fails, the scrutiny falls squarely on his judgment. However, he maintains that the trade-off is necessary to maintain the “brand ethos” of a company that thrives on personal connection and authenticity.
Joey Gonzalez shares Barry’s commitment towards a healthy workplace
Beyond his own hiring practices, Gonzalez uses his Friday sessions to mentor those seeking to mirror his career path. He advises professionals that asking for guidance should be viewed as a strategic necessity rather than a sign of desperation.
The Barry’s cofounder encourages employees at all levels to abandon their fears of being intrusive, noting that most managers actually welcome the drive and curiosity shown by those who reach out. For Gonzalez, the digital landscape of LinkedIn is not just a networking tool, but a vast, untapped talent pool where a single well-crafted message can fundamentally shift the trajectory of a billion-dollar company.
As Barry’s continues its global expansion into its 14th country, Gonzalez’s story serves as a testament to the power of staying “human” in an increasingly automated world. By keeping his virtual door open, he has not only secured the company’s next chapter of leadership but has also sent a clear message to his team: in the world of boutique fitness and beyond, initiative and cultural alignment will always supersede the traditional corporate ladder.
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