Stage 01 — Attract
Candidate
Academy™
The candidate experience is your culture's first draft. We help you write it on purpose — so the right people opt in and wrong-fit candidates opt out, before day one.
This is advisory design work for your hiring team. The Culture Academy™ platform begins at Day One Onboarding — candidates never receive a platform account, and your applicant tracking system remains the system of record for applications, interviews and offers.
Visit the public Candidate Resource CenterPurpose
Move hiring from culture fit to culture contribution. Every candidate leaves the process either genuinely energized to join or genuinely at peace not to — and every hiring manager scores the same way.
Timeline
Applies to every requisition, from posting through offer decision (typically 2–6 weeks per candidate).
Audience
- •External candidates
- •Internal candidates & mobility
- •Hiring managers
- •Recruiters & TA partners
Measurable Outcomes
- ✓40–60% reduction in first-year regrettable attrition
- ✓Interview scorecards used on 100% of loops
- ✓Candidate NPS improves by 20+ points
- ✓Hiring managers can articulate the specific contribution a candidate would make to culture
Rituals
- ›Weekly hiring huddle: scorecards reviewed, patterns discussed
- ›Values interview on every finalist loop
- ›Candidate reflection video sent between screen and onsite
- ›Debrief with structured scorecards — no gut-only decisions
Activities
- ›Reflection video — the candidate meets your culture in the founder's voice
- ›Values interview conducted by a trained peer
- ›Culture preview: the honest version of what week one, month three, and year one look like
- ›Structured behavioral & scenario questions tied to your culture-contribution rubric
Tools
- ›Culture Contribution Interview Guide
- ›Candidate Scorecard
- ›Values Interview Guide
- ›Culture Preview Activity
- ›Hiring Manager Portal (in-platform)
Resource Library
Take these into your organization today.
The Culture Contribution Interview Guide
A complete methodology for moving your hiring loop from 'culture fit' (similarity bias) to 'culture contribution' (the specific value a person adds). Includes philosophy, structured questions, evaluation rubric, and bias safeguards.
Open resource →scorecardCandidate Scorecard
A printable interviewer scorecard used across the loop. Interviewers score independently before the debrief on the four culture-contribution dimensions.
Open resource →interview guideValues Interview Guide
A repeatable 45-minute values interview conducted by a trained peer (not the hiring manager). Includes opening, values-in-action questions, red-flag prompts, and a scoring anchor.
Open resource →program toolCulture Preview Activity
A short, honest culture preview delivered between the values interview and the offer. Written to help finalists self-select in — or out — with full information.
Open resource →Guide responsibilities
- •Coach hiring managers on culture-contribution scoring
- •Audit loops for bias, silence, and single-perspective decisions
- •Sponsor cross-functional interviewer training twice per year
Manager responsibilities
- •Own the loop design and scorecard for every requisition
- •Debrief with data — never a solo gut call
- •Send a values-aligned pre-close message before extending an offer
- •Log a written culture-contribution rationale for every hire and every pass
Organizational Intelligence alignment
Competency alignment
Next stage: Connect
Continue →