Have you wondered what happens behind the scenes at the Culture Works office? Or, what partnering with us looks like? We have many roles and systems in place to make sure we provide the best possible service for your company, which also means hiring the right people.
Culture Works is Your Recruiting Partner
If you partner with Culture Works, we help make the recruitment process as painless as possible (yes, there are many ways to do this without scrolling through hundreds of LinkedIn applications).
We follow a unique process that aligns with your internal hiring team to create and implement a customized recruitment strategy.
What this process looks like in practice is:
- Culture Works strives to be an extension of your human resources department that creates or expands ongoing recruiting initiatives
- Full cycle coordination of recruitment efforts
- Scouting and screening of active applicants
- Candidate recaps and hiring manager debrief sessions
Value and role alignment is at the core of everything we do in recruiting. Why is it important? With the right people in roles that enhance their strengths and interests, you will likely see more productive employees, more engaged employees, and a happier workforce all around.
Value Alignment
Our team spends countless hours creating a “bench” of great talent. So, when you’re ready to find a great team member, we know just the people to start your search.
Glassdoor published a study that highlights what employees value most in the workplace. The culture and values of a company are what employees placed the most emphasis on. Translation? Value alignment is extremely important in ensuring your top employees remain with your company.
What do we mean when we say value alignment? Value alignment is the process by which your established company values are a match with the candidate you’re speaking with. If your employees value honesty and transparency, but that’s not part of your core functions as a company, you will likely run into problems down the road.
Oftentimes, miscommunication within a company arises because company values are unclear. One way to avoid this miscommunication is to clearly state your company values and to frequently come back to them.
While you’re running your business, there may be adjustments in your company values, and that’s OK! The process of establishing core values that align with both you and your company is the starting point to aligning on a recruitment strategy that really works.
Role Alignment
Another area of focus for the Culture Works team when recruiting both internally and for our clients is role alignment. What, you ask, is role alignment?
Role alignment is uncovering the strengths, weaknesses, and interests of your candidate and finding a role that fits those areas. If you have a non-detail-oriented person in a heavy-detail-focused role, they will likely be unhappy and you could lose what could be a great member of your team.
Our team prioritizes role alignment in every recruiting engagement we participate in. When your employees are aligned in their roles, based on experience, personality type, and strengths, they are more likely to succeed.
It can be tempting to dismiss people who haven’t ticked every box required for the role, but we suggest that you look past the confining checklist under the job description and potentially uncover where they may be a better fit.
Our process encourages you to focus on other values that can’t be taught. For example, flexibility is crucial for any employee to thrive in a new environment. The employee might not check all the boxes on the job description, but they are eager and quick learners. This sets the company up for a more successful retention rate.
Talent Strategy
Talent strategy is another factor we encourage in our recruiting partnerships. We help your company attract the right talent. Some of these strategies include:
- Create an enjoyable work environment
- Give your employees opportunities for growth
- Take time to consider who is placed in leadership positions
- Show recognition to your employees
- Offer unbeatable compensation and job flexibility
- Be involved with your employees and foster relationships
The best way to attract future employees is to pay attention to what is happening internally. When you create a company culture that is ideal for both the company and your employees, more people will want to join your organization.
Working for Culture Works
At Culture Works, we like to practice what we preach by fostering a positive work environment that encourages our team to grow both in their career and personally. This means implementing everything mentioned above, and more.
Perks and Benefits
We value transparency on all levels. This is highlighted on our website where we outline the perks and benefits that all Culture Works employees have access to:
0-90 Days Onboarding
- Monthly WFH Stipend
- 1 time desk experience stipend
- Participation in awesome company culture events!
90 Days to 1 Year
- Monthly WFH stipend
- Participation in company operations and accountability
- Flex time
- Education reimbursement
1 to 5 Years
- Monthly WFH stipend
- Participation in company operations and accountability
- Flex time
- 401k eligible
5+ Years
- Monthly WFH stipend
- Participation in company culture operations and accountability
- Flex time
- Education reimbursement
- 401k eligible
Growth and Development
Logistics aside, there are personal growth opportunities within our company.
How?
We develop and empower our own team by valuing security, attention to detail, and expertise. We are teachers and students. We are proactive, gritty, and all the way bought into the vision of Culture Works. This means we follow this plan for each employee:
0-90 Days Onboarding
- 50% Gameplan
- 50% Role Aligned with Client-Facing or Client Projects
- Performance Success System (Gameplan is 30-60-90 and weekly Check Ins with Kristi, founder of Culture Works)
90 days to 1 Year
- Client team: 100% client facing or client projects
- Ops: 100% role aligned with functional ownership
- Performance Success System: Monthly Check Ins with Kristi)
1 to 5 Years
- Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
- Quarterly Check Ins with Kristi
5+ Years
- Client and Ops team: Eligible to remove 100% capacity from role or clients, and add VC capacity in leading leaders, leading process, or leading business
- Quarterly Check Ins with Kristi
Do you still have questions about what it’s like to work with or for Culture Works? Reach out today for more information.
Want to dive deeper into the role alignment conversation? Take a look at this article on our blog, to understand the importance of role alignment in hiring.
