Hiring for Culture Fit
Many people talk about hiring for culture fit. I think this is important, but it you need to be careful how you define your culture. Otherwise, it can be defined differently by everybody.
Carter Cathey
12/22/20251 min read
I believe in hiring for culture fit.
But “culture fit” has to be defined — not assumed.
Too often, I’ve seen culture fit quietly turn into things like:
People it would be fun to drink with
Attractive people who “fit the vibe”
Young people who like the same activities
Everyone into the same hobbies (golf, anyone?)
Nobody different, uncomfortable, or unexpected
That’s not culture.
That’s bias with better branding.
If you don’t clearly articulate what your culture actually is, people will fill in the blanks with their own preferences, consciously or not.
Real culture fit should be documented and observable. For example:
Passionate about delivering great customer experiences
Genuinely excited about the future of the industry
Energized by being part of a growing, maturing company
Takes satisfaction in the success of others
Naturally collaborative
Values results over personal credit
Self-aware, low-ego, and not narcissistic
Culture fit isn’t about sameness.
It’s about shared values and behaviors, not shared personalities.
If your definition of culture fit can’t be written down, trained on, and interviewed for, you’re not hiring for culture.
You’re just hiring people who feel familiar.