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Startup Culture: Values vs. Vibe

…have early success: “How do we hire a bunch of new people and grow the company quickly without losing the culture we’ve worked so hard to establish?” I’ve been fascinated by different company cultures for as long as I can remember and I love asking entrepreneurs to describe the culture of their companies.  Over time I’ve come to realize that when you break down culture descriptions you’ll often find a mix of two components:  va…

Dilbert on Cultural Fit

…hiring at startups. I started thinking about it again when I saw this Dilbert comic, because it pokes fun at the culture of startups and their propensity only to hire people who fit into them. But what are we talking about when we talk about cultural fit, anyway? You’re probably familiar with some of the stereotypes around startup culture (free massages and dry cleaning, craft beer, cool art on the walls and dogs at the office, pulling all-…

Ring Nishioka’s Philosophy On Interviewing

…great interviewing philosophy, and also has a fun blog called HRNasty. Enjoy. Interviewing sets the tone of the culture to everyone that comes into the company.  This is the very first exposure to the company. It can be an effective tool to use to not only set the culture with new hires but to reinforce the culture to existing hires involved during interviews.  If you want a culture of teamwork, reinforce that during the interview process.  If y…

How We Think About Values Versus Deeply Held Beliefs

Matt Blumberg, the CEO of Return Path, has an outstanding post up this morning titled The Difference Between Culture and Values. Go read it, I’ll be here when you get back. If you liked that, go get a copy of Matt’s book Startup CEO: A Field Guide to Scaling Up Your Business. It’s one of the books on my list of books all CEOs should read. Matt distinguishes between culture and values. His punch line, which he reveals early, is:…

Angela Baldonero’s Philosophy On Interviewing

…makes sense of how she had that impact. An immature person will get defensive or refute it. Never sacrifice your culture. Highly qualified yet bad attitude hires wreak havoc with your culture, suck up a ton of management  bandwidth and ultimately don’t get anything done. It doesn’t matter if the candidate has cured cancer or invented Jell-o. An asshole is an asshole. Fiercely protect your culture. People can’t help but be themse…