Quotes About Cultural fit

I see many founders waste too much time trying to work their networks and/or ultimately settle for mediocre but available candidates. You will definitely have to interview hard for cultural fit, but the best talent isn't cheap.

Although most executives pay lip service to the idea of hiring for cultural fit, few have the courage or discipline to make it the primary criteria for bringing someone into the company.

The biggest comedy hit is that a person who could use his wisdom and wit in assigned job is often regarded as not culturally fit in a private organisation.

Hiring people is an art, not a science, and resumes can't tell you whether someone will fit into a company's culture.

Once we get our corporate culture the way we want it, we have to hire people who fit. Otherwise, the wheels fall off the wagon and we quickly find ourselves back where we started.

You can teach someone with basic smarts to be smarter; you can't teach cultural fit or personality. But you also want someone who has a passion to win; someone that is all in.

He wanted to be a universal man . . . and I suppose that isn't possible now. He belongs in fifteenth-century Italy. This age doesn't suit him.

I prefer to play in Spain than in the Premiership. Spanish football is more like my qualities.

Previous experience, key skills, and education. They're undoubtedly all important things you consider when filtering through applicants in order to make a new hire. But, what's another major determining factor of whether or not that hopeful interviewee deserves an offer letter? Cultural fit.

Fire fast: Fire people who do not fit into the culture of your company and who are negative.

In my world, historical revenue is the least interesting thing to consider in an acquisition strategy. The goal is to acquire technology that is on your product roadmap or people that fit culturally within your organization and help you execute on your roadmap faster.

Hiring without clear and strict criteria for cultural fit greatly hampers the potential for success of any organization.

It's important not to misread my advice as permission to tolerate people who don't fit. Too often, leaders know that an employee really doesn't belong and would be better elsewhere, and they fail to act because they lack courage.

Hiring people is an art, not a science, and resumes can't tell you whether someone will fit into a company's culture.