Picture this: You have a candidate who checks all the boxes on paper, but one question lingers—Will they truly fit in? As an HR leader, you know company culture fit is not just a buzzword. It can mean the difference between a team that thrives and one that just gets by. Here is where it gets interesting: founders and managers see culture fit through two very different lenses. Founders often treat it as non-negotiable—it is about preserving their vision. Managers, on the other hand, see it as a tool to boost productivity, balancing fit with urgency. So, who is right? In this blog, we will break down how these priorities clash and converge, and what Culture Smart brings to the table to make it all work.
Founders: Building Culture with Passion
Culture as Identity
For founders, culture is not just a business term; it is personal. It reflects the core of their beliefs, values, and vision. It drives the company’s mission and purpose. When founders hire, they are not merely looking for someone to fill a role; they seek people who can embody the organisation’s purpose and values. To founders, company culture fit means finding people who genuinely feel the company’s mission, who bring the same level of enthusiasm, and who want to make a difference.
Prioritising the “Right Fit” Over Skills
In the early stages, founders often emphasise cultural fit over specific technical expertise. They search for candidates who demonstrate passion, adaptability, and a willingness to grow with the organisation—even if that means some skill gaps initially. Founders understand that skills can be taught, but shared values are harder to instil. For founders, it is more important to hire someone who aligns with the company’s ethos and spirit, even if they lack certain technical skills. This approach helps create a solid cultural foundation and ensures that the team is motivated by a shared purpose.
Protecting the Core Culture
Founders are highly protective of the culture they build, viewing it as a living, breathing part of their vision. They do not just want employees; they want champions of the company’s mission. This makes founders highly selective in their hiring process. They are willing to wait longer to find candidates who align with their vision, as they believe one wrong hire could negatively impact team dynamics and morale. Founders often see culture as the glue that holds everything together, making it critical to safeguard its essence as the company grows.
Managers: Culture as a Productivity Tool
Balancing Priorities
Managers focus on balancing company culture fit with other factors such as skills, experience, and team dynamics. Unlike founders, whose primary goal is to establish culture, managers work within it. Their role is to ensure that culture aligns with the organisation’s overall strategy and boosts team performance. While they understand the importance of culture fit, managers must also consider immediate needs, such as filling roles quickly and addressing specific skill gaps. They may be more flexible, accepting candidates who fit reasonably well culturally but possess the required technical skills.
Team Integration
While founders focus on shaping the overall organisational culture, managers concentrate on team dynamics. They consider how a candidate will fit into the existing team environment and contribute to its productivity. Managers often look for candidates who can easily integrate into current workflows and who will enhance team cohesion. This micro-level focus is essential for maintaining smooth operations and effective collaboration within teams.
Driving Results
For managers, culture fit is one of many factors influencing team performance. They view it as a means to achieve better outcomes, smoother processes, and lower turnover. While managers care about long-term cultural alignment, they are often under pressure to maintain productivity. They are more likely to hire someone with strong technical skills, even if their cultural fit is not perfect, as long as they can deliver immediate results. Managers see culture as a tool to enhance performance, but they are willing to make compromises to keep the team functioning efficiently.
Why Understanding This Difference Matters
Recognising how founders and managers prioritise company culture fit differently is crucial for building stronger teams. Founders treat culture fit as an extension of their personal vision, aiming for long-term alignment and integrity. Managers, on the other hand, use culture fit as a means to enhance productivity, focusing on immediate results and team dynamics. Both approaches are valid, but their priorities shift based on their roles and responsibilities.
This difference is not merely theoretical; it has real implications for how organisations hire, engage, and develop their teams. Founders’ emphasis on cultural alignment can create a strong foundation, but it may slow down the hiring process. Managers’ focus on performance can drive faster results, but it risks compromising long-term cultural cohesion. Balancing these perspectives is key to sustainable growth and success.
Key Differences Between Founders and Managers
| Aspect | Founders | Managers |
| Main Focus | Preserving core vision | Balancing team needs and expertise |
| Hiring Criteria | Emphasis on shared values | Combines cultural fit with technical skills |
| Adaptability | Willing to develop skills for aligned hires | Seeks candidates ready for quick integration |
| Culture Role | Building a cultural foundation | Using culture to drive performance |
Ready to Reflect on Your Culture Fit Strategy?
Reflecting on how you approach culture fit can help you fine-tune your hiring and management strategies. Consider these questions:
- As a founder, does your current team truly reflect your vision? If not, what steps can you take to reinforce that alignment?
- Managers, how often do you assess team dynamics beyond performance metrics? Could a stronger focus on culture fit enhance productivity?
- What is your biggest challenge in balancing culture fit with the urgency of filling roles? How can you adjust your hiring process to address both priorities effectively?
- How well do you understand your current culture? Would a culture scan help reveal strengths or gaps that might otherwise go unnoticed?
- If you had to describe your culture in three words, what would they be? Do your hires align with this description?
Culture Smart: Bridging the Gap
Culture Smart provides standardised tools that can also be tailored to the needs of both founders and managers. Our solutions range from detailed cultural scans to engagement metrics, helping you build cohesive teams that align with your company’s vision while driving performance. Whether you are looking to protect your core culture or improve team effectiveness, Culture Smart’s data-driven insights and consulting can support your goals.
Ready to see how Culture Smart can help your organisation? Get in touch for a free consultation or write to us at contact@culture-smart.com.
