How to Hire for Culture


At Hub Recruiting, we bring value to our clients by providing them with the most qualified candidates to fill their hiring needs.  Clearly this means seeking individuals with both the education and experience to meet each client’s specified requirements.  But at Hub we also understand the intangibles of recruiting successful candidates.  We know that there are many other factors which will impact a qualified individual’s candidacy and their subsequent success.  One of the most valued intangibles is work culture.

Recognizing a Company's Culture

Because we make the effort to really get to know, understand, and partner with our client companies, Hub Recruiters recognize that each has its own unique work environment and that efficiently working within that space requires a specific skill set and even mind set.

Some clients offer a highly collaborative, fast paced, and high energy environment while others require a more restrained, individual and head’s down approach.  And so in addition to seeking out the most qualified candidates for our clients’ needs, Hub Recruiters know how to be sensitive to both work style and work culture fit.

Finding the Right Fit

Much of this information isn’t overtly available on most candidates’ resumes, but our recruiters know where to find it.  Sometimes the clues are more obvious.  For instance, a twenty something candidate who clearly prioritizes the opportunity to socialize with coworkers after hours is less likely to be a good fit for a client located in the suburbs with a more mature work force demographic. 

Many candidates, especially some of our software engineers, more heavily weigh the opportunity to work with- and be mentored by – specific members of our client’s leadership team.  Openness to trying new technology and its apparent sexiness will more greatly influence some candidates more than others.

Paying Attention to Subtle Clues

When you're looking to hire for culture, the clues are often subtle.  For instance, where has this candidate worked before and how successful – and happy – was he within those specific work environments?  Was this candidate frequently engaged in highly collaborative work projects and were the results of those experiences positive for both employee and employer?  Did he make strong – and lasting – relationships within previous work teams?      


By paying attention to what both the company and the candidate are looking for, we ensure a great fit for both sides of the equation. We encourage you to have an open discussion about the culture of your company and seek out candidates who will not only fit that culture, but further enhance it.