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Solution
People who fit the team.
People who are a perfect professional fit often fail due to cultural factors: values, work styles, or expectations that do not align. Culture-Fit Recruiting makes this alignment a consistent part of the selection process—without falling into arbitrariness or bias.
The problem
Why is Culture Fit so elusive?
Culture doesn’t appear on a resume. If ignored, a candidate may seem perfect on paper but still fail. Misunderstood as a “fits with us” gut feeling, it risks homogeneity over genuine alignment.
- Values and work style are not on any CV.
- “Fits with us” as just a gut feeling is risky.
- Homogeneous teams lose diversity and ideas.
- Mismatch becomes apparent only after months.
The solution
How we make Culture Fit tangible.
We clearly define alignment and assess it systematically—as a complement to professional skills, not an excuse for uniformity.
Define culture.
We work with you to understand how things truly operate in your company—concretely, not just in clichés.
Match motivation.
Do the person’s goals and expectations align with what the role offers?
Structure instead of gut feeling.
Clear criteria ensure that “likeability” doesn’t become the only measure.
Focus on diversity.
Culture Add instead of Culture Clone: Alignment with values, not uniformity.
The Difference
Gut feeling vs. structured Culture Fit.
Gut feeling
- “Fits with us” without criteria
- Risk of bias
- Tends toward homogeneous teams
- Difficult to justify
Structured Culture Fit
- Defined values and work style
- Assessed with sensitivity to discrimination
- Culture Add instead of Culture Clone
- Justifiable reasoning
Frequently Asked Questions about this solution.
Clear answers – specifically for the Austrian market.
Only if misunderstood. We focus on alignment with values and work style—not replicating existing employees. Diversity in background and perspective is explicitly desired (Culture Add).
Through clear, role-specific criteria and a documented, discrimination-sensitive process. We evaluate alignment with the role and values—not personal likeability.
Both matter. Professional skills are essential, but Culture Fit and motivation determine long-term success. Therefore, we consider all three dimensions together.
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