This was the topic of my recent conversation with Yuvan Gupta on our podcast – Culturally Speaking!
Here are some of the key ideas we covered:
What’s the Problem with “Cultural Fit”?
Some companies say they want people who are a “culture fit.” What they often mean is:
• Someone who will settle in quickly
• Someone like everyone else in the team
• And so can feel right at home and hence “hit the ground running”
But this can lead to hiring people who all think the same way, which creates echo chambers—places where only similar ideas are shared, and new thinking is blocked.
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A Better Way to Think: Cultural Alignment
Instead of just hiring for “fit,” it’s better to look for culture alignment.
This means hiring people who will help build the kind of culture we want to build. For example, if the company wants to be more open, curiousity driven and collaborative, it should hire someone who brings those qualities.
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The Real Challenge
Many leaders don’t clearly know what kind of culture they want to build. If the vision isn’t clear, they can’t really know who would be a good match for it.
Also, different types of companies need different kinds of people:
• A company focused on fast growth and execution may want people who can follow proven ideas.
• A company focused on innovation and creativity may want people who challenge ideas and think differently.
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“Culturally Aligned” is Better than “Culturally Fit”
We agreed that the phrase “culturally aligned” is better. I know this is semantics but language matters. It means hiring someone who helps create the desired culture, not just someone who blends in.
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Interviews Don’t Always Show Alignment
Standard job interviews often don’t show if a person will really align with the company’s culture.
They are usually too formal and focused on saying the “right” things.
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Better Ways to Test Alignment
A better approach is to:
• Ask candidates to work on a project with the team
• Let them spend time in the real work environment
This gives both the company and the candidate a chance to see if it’s the right match.
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Two Kinds of Culture:
In our view, great companies need two types of cultures working together:
1. Culture for Scaling – where the goal is to grow proven ideas fast and smoothly
2. Culture for Innovation – a space where different ideas can clash, be tested, and the best ones win
Both are important. It’s about balance.
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In summary:
Don’t just hire people who “fit in.” Hire people who help build the culture you actually want.
What do you look for in a candidate before you hire them?
You can listen to the entire conversation here.
