We want to develop our culture but don’t know where to start
Our culture has developed by default, not design
We feel that we have a strong culture but it’s not defined
We don’t know what our values, mission or vision are
How do we ensure our culture is an asset, not a liability
We are ready to scale up but our culture isn't defined yet
How do we build a data-driven recruitment process?
The next senior hire is crucial to our success, we can't get it wrong!
How can we use our culture as an effective tool during interviews?
How do we differentiate our business against the competition?
How do we recruit for culture match as well as skills & experience?
We lose good candidates to the competition
Brett is the leading expert on startup and high-growth company culture. He is the the founder and CEO of CultureGene a culture consultancy helping prepare startup and high-growth companies for scale.
Prior to founding CultureGene Brett was the Managing Partner at a leading London based Executive Search firm where he successfully completed CxO, VP and Director level searches for hundreds of high-growth companies in the UK, US and across EMEA.
He has interviewed more than 5,000 senior executives over the past 16 years and has successfully completed searches for VC & PE backed companies across every major sector.
In interview Tamara Littleton the founder & CEO of The Social Element (formerly Emoderation) is an award-winning social media management agency with a global reach, remote team and fascinating culture.
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As a Forbes contributor I write about the difference between hiring for values fit vs culture fit
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