We are about to hire our first outside VP of Sales, and on paper, their numbers are incredible, but we are terrified of destroying our tight-knit culture. How do we confidently assess cultural alignment during the hiring process?

Question

Tyler Smith · Accepted Answer

You cannot assess culture fit by looking at a resume or asking standard interview questions. To protect your culture, you must run every candidate through a rigorous core values interview process that tests for genuine alignment rather than status management.

Start by defining your core values clearly in your V/TO®. During the interview, ask the candidate for specific, real-world examples of how they have lived these values in their previous roles. Do not ask hypothetical questions like what would you do. Instead, ask what did you do when a major client threatened to leave, or how did you handle a mistake you made.

Next, involve your leadership team in the interview process. Have candidate meet with different members of your team in casual, non-interview settings, such as a lunch or a walk around the office. Observe how they treat support staff, receptionists, or junior team members. This is where their true character often shows.

Finally, use the GWC™ framework to evaluate their fit for the seat. Do they truly want to lead a sales team at your scale, or are they just looking for a high paying executive title? If a candidate does not score a clean plus on all your core values, do not hire them, no matter how impressive their sales numbers are.