---
name: evaluate-company-culture
category: get-hired
description: Evaluate company culture from observed practices, incentives, recent examples, and role-specific working conditions. Use when deciding whether an employer's actual environment supports the candidate's needs and values.
---

# evaluate-company-culture

Test claims against how decisions and work are actually handled.

## When to use

- Use during company research, interviews, reference conversations, and offer evaluation.
- Avoid inferring culture from demographic stereotypes, employer branding, or one anonymous review.

## Procedure

1. Define personal requirements and boundaries for management, autonomy, feedback, workload, inclusion, safety, flexibility, ethics, learning, and conflict.
2. Translate each value into observable practices and decision questions.
3. Gather dated evidence from role materials, policies, interviews, public filings, employee accounts, customer behavior, and leadership actions.
4. Ask multiple people for recent examples of priorities changing, mistakes, disagreement, performance feedback, workload spikes, and accommodation.
5. Compare statements across level and function; distinguish official policy, manager practice, team variance, and rumor.
6. Record evidence strength, recency, contradiction, and relevance to the exact role and location.
7. Identify nonnegotiables, acceptable uncertainty, questions requiring written terms, and post-join risks.
8. Score only after preserving the underlying evidence and uncertainty.

## Failure plan

- If evidence conflicts, seek another qualified source or mark the point unresolved.
- If the process pressures disclosure of protected information, set a boundary and evaluate that behavior as evidence.

## Done

- A culture evidence matrix maps personal criteria to observed practices, sources, recency, contradictions, and role relevance
- A decision note identifies confirmed strengths, material risks, unresolved questions, boundaries, and conditions that need written clarification