Skills get people hired. Values decide if they stay.
Most bad hires were not bad at the job. They clashed with how the team works: how decisions get made, how mistakes get handled, what counts as done. The culture fit test turns your actual values into statements and scores every candidate's alignment, before the offer.
- Your five values, not a generic list from a textbook
- Twenty concrete work statements, scored per value
- A radar profile on the same report as skills and interviews
Values alignment · Jasmine M.
91% alignedYour values, twenty statements, scored per candidate.
5
values, defined by you or drafted by AI from your JD
20
concrete statements, four per value
5 min
for a candidate to complete
91%
alignment reads at a glance on the radar
How it works
Three steps, zero busywork
Name how your team works
Customer first, ownership, bias for action, whatever is true for you. AI drafts values and statements from your job description and company profile; you edit until they sound like your team.
Candidates respond to statements
Not do you value integrity, but I report my numbers accurately even when they look bad. Concrete statements about real work, five minutes end to end.
Alignment lands on the report
A radar across your five values, a bar per value, and every statement response underneath. Compare shapes across your shortlist before the first interview.
Alignment mapped across five values and twenty statements, on every candidate's report.
Why it works
Culture, measured instead of vibed
Your values, made falsifiable
A value like ownership means nothing until it is a statement someone can disagree with: I follow up on my work without being reminded. Four statements per value make each one measurable, and make your culture legible to candidates too.
A shape, not a score to pass
The radar shows where a candidate aligns and where they differ. A 85 on bias-for-action next to a 95 on integrity is information, not a verdict: maybe that is exactly the counterweight your team needs.
Kills the culture-fit coin flip
Without data, culture fit in a debrief means I liked them, the most bias-prone sentence in hiring. With per-value scores on every candidate, the conversation becomes she is strongly aligned on customer-first, and that is a discussion worth having.
Same statements, every candidate
Everyone responds to the identical twenty statements, scored the same way. Structured beats gut feel on both accuracy and fairness, and the report keeps the evidence attached.
One assessment link
Mix it with the other five tools
Candidates get a single link. Every signal lands on one ranked report per candidate.
Frequently asked questions
Your next shortlist, on autopilot
Tests, interviews and resume scoring in one link. AI hands you a ranked shortlist.
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