How to Identify a Company’s Culture Before Accepting a Role

In today’s dynamic corporate landscape, understanding a company’s culture before accepting a role isn’t just a good idea—it’s essential. Culture impacts job satisfaction, performance, and long-term career growth. Here are key strategies drawn from my books, ‘Winning the War for Talent’ and ‘Uncover the Hidden Job Market’ to help you decode an organisation’s true culture before signing that contract.

1. Evaluate the Leadership Team The tone of a company’s culture is often set at the top. Assess the reputation of the CEO, the board, and key executives. Consider their leadership style, decision-making process, and public profiles. What’s their reputation in the industry? Remember, “the fish rots from the head down”—if there’s dysfunction at the top, it will trickle down.

2. Investigate Your Prospective Manager Who will you report to? People don’t leave companies; they leave managers. Seek insights into their leadership style—are they known for mentorship, micromanagement, or fostering autonomy? Reach out to current or former team members on LinkedIn to get candid feedback.

3. Observe the Team Dynamics Who will you be working with daily? Look beyond titles. Are these individuals collaborative, innovative, or competitive? Consider arranging informal meetings with potential colleagues. How do they speak about the company? Their body language and energy can reveal unspoken truths.

4. Align with Organisational Values Do the company’s stated values align with their actions? Check for consistency between their public messaging (on websites and social platforms) and employee reviews on platforms like Glassdoor. Ask during interviews: “Can you share an example of how the company’s values influenced a recent decision?”

5. Assess the Work Environment Culture isn’t just about people—it’s reflected in the physical and virtual workspace. If possible, visit the office. Observe if it’s open and collaborative or closed-off and hierarchical. In remote settings, ask about communication tools, meeting rhythms, and expectations for availability.

6. Key Factors for Cultural Fit Consider these factors to assess cultural fit:

• Leadership Style: Is it transparent and supportive?
• Team Dynamics: Are they collaborative and respectful?
• Work-Life Balance: Is flexibility genuinely supported?
• Growth Opportunities: Are career development paths clear?
• Cultural Consistency: Do actions align with stated values?

Richard Triggs

Speaker, Best-selling Author, Podcast Host, Founder & CEO at Arete Executive