Hiring the right person isn’t just about skills and experience. It’s about finding someone who thrives in your team’s culture.
But “culture fit” can mean different things to different people, which is why it’s important for hiring managers and recruiters to align on what it looks like for your organization. This article is written to help you uncover the culture characteristics that matter to your company and ask the right interview questions to find candidates who will succeed there long-term.
A Quick but Important Note on “Culture Fit”
When I talk about “culture fit,” it’s not about hiring people who look, think, or act exactly like the rest of your team. It’s about finding candidates who align with your organization’s values and ways of working while also bringing fresh perspectives and diverse experiences that can strengthen your culture.
Be careful not to let “fit” become a filter for sameness. Openness to different backgrounds and viewpoints is what keeps a culture growing, not stagnant.
If you’re interested in learning more about how to strengthen your company culture, join our team for a free culture tour, or download our culture building guide.
4 Questions to Ask Your Hiring Manage About Team Culture
Before you can find candidates who thrive in a team’s environment, you must first accurately understand and be able to articulate what that environment really is. Use these questions with your client or your own team as a discovery process.
1. How would you describe your company’s culture in your own words?
Why this matters: Hearing the hiring manager or team describe their culture firsthand provides genuine insights you won’t get from the “About Us” page. This helps you represent your company with authenticity, and it highlights what the organization or team values most.
2. What’s the dynamic within the department this candidate will work in?
Why this matters: Departmental “microcultures” can differ dramatically. Whether a team values independence, emphasizes collaboration, or expects employees to work closely and report regularly, understanding this helps match people who will thrive under specific leadership and communication styles.
3. Can you share an example of a recent hire who turned out to be a great (or poor) culture fit? What did you notice about their approach or mindset?
Why this matters: Stories bring abstract values to life. Specific examples showcase what behaviors, attitudes, and mindsets the organization recognizes as successful—or, on the flip side, problematic. This contextualizes what “fit” really means and guides future selection criteria.
4. Are there any unspoken expectations or company practices that successful employees tend to follow that might not be obvious to someone starting fresh?
Why this matters: Every organization has informal rituals and norms that new hires must navigate— preferred styles of communication, social participation or unwritten codes for success. Uncovering these helps ensure new hires are prepared, reducing surprises and potential misunderstandings.
Top 4 Interview Questions to Assess Candidate Culture Fit
Finding the right culture fit is a two-way street; asking the following questions helps reveal whether a candidate will genuinely thrive with the team.
1. Describe the company culture that you would thrive in.
Why this matters: This open-ended prompt surfaces what the candidate values most. Their preferences can reveal potential alignment—or friction—with your real working environment.
2. What interests you about this job/company?
Why this matters: Candidates who articulate a clear connection with your mission, industry, or values are likely to be engaged and committed. Those who answer generically may be looking for any job, not your job.
3. What kind of work environment or dynamic brings out your best performance?
Why this matters: Every individual performs best under certain conditions. Knowing whether they seek autonomy, collaboration, structure, or flexibility lets you gauge how closely they’ll align with the team’s realities.
4. What would make you want to stay with a company long term?
Why this matters: This question explores retention drivers like growth, stability, recognition, and learning. Where these needs match what your company genuinely offers, there’s a greater chance for long-term success.
Make Culture Fit Part of Every Hiring Decision
Great hiring happens when recruiters and hiring managers are aligned on what makes your culture unique and the core values that help your team thrive. Take time for honest conversations, use these questions as a starting point, and keep refining your approach as your culture grows and changes.
The payoff? When teams are built on alignment, trust, and shared values, they don’t just attract top talent—they become places where great people choose to stay, grow, and thrive together.
If you need help with your hiring conversations, culture building, or employer brand, we’re here to help.
