Culture fit scoring

Use work-style alignment as a conversation aid, not a hiring gate.

Availability: Culture scoring is optional and may not be available for your organization.

Culture scoring compares a candidate's stated work preferences with how a team describes its working style. Use it to prepare fair follow-up questions, not to decide whether someone belongs.

Culture scores, warnings, and AI-assisted explanations are decision aids. They must never automatically reject a candidate or stand in for job-related evidence.

Create or review a culture profile

1. Open Settings.
2. Open Culture.
3. Review the organization profile, or select the profile for the relevant team.
4. Describe observable work practices such as pace, collaboration, and decision-making.
5. Remove traits that could act as proxies for identity, background, disability, or another protected characteristic.
6. Ask the team to confirm that the profile describes the real working environment.
7. Save and enable the profile.

An organization profile can act as the default. Team profiles may be used when groups work differently.

Use culture scoring for a position

1. Open Positions and select the role.
2. Open Culture if the tab is available.
3. Confirm which culture profile applies.
4. Keep culture's influence modest until your team has reviewed real outcomes.
5. Save the position.

You can disable culture scoring for a role when it is not useful or appropriate.

Add a culture step to a journey

1. Open the journey used by the position.
2. Add a Culture Quiz step.
3. Select the applicable culture profile.
4. Review the candidate-facing questions for clarity and relevance.
5. Save the journey.
6. Complete a test invitation before using it with candidates.

The culture step and related settings may be absent even when standard journeys are available.

Review a candidate's result

1. Open the candidate's report.
2. Read the dimension-level explanation, not only the overall score.
3. Compare the result with the candidate's own examples and other job-related evidence.
4. Use apparent differences to ask neutral follow-up questions.
5. Record a decision based on the requirements of the role.

Do not treat a difference as a defect. A candidate can succeed with a different style, and teams may benefit from varied approaches.

For the surrounding workflow, see Build and test journeys and Review candidates.