What Hiring Managers Actually Mean by ‘Culture Fit’

If you’ve ever been told a company is “looking for a culture fit,” you may have walked away wondering: What does that actually mean?

Is it about personality? Shared interests? A certain type of background?

Too often, the term gets used as a catch-all, or worse, a convenient excuse when the real issue isn’t being named.

At Stone Hendricks, we think it’s time to rethink how we talk about “culture fit.” When done right, it’s about alignment, values, and how people show up, not whether they fit a certain mold.
Here’s what hiring managers actually mean (or should mean) when they talk about culture fit, and how to navigate that conversation with clarity and confidence.

1. It’s About How You Work, Not Who You Are

Culture fit isn’t about your hobbies, your coffee order, or whether you’d hang out with the team on weekends. It’s about how you approach work: your values, your mindset, and how you operate on a day-to-day basis.

• Do you thrive in fast-paced environments or structured, steady ones?
• Are you more collaborative or independent?
• Do you value autonomy, clear direction, flexibility, innovation?

When hiring managers say “culture fit,” they’re often trying to assess if your natural working style aligns with how the team functions.

2. Sometimes “Culture Fit” Is Used to Mask Bias

Here’s the uncomfortable truth: “not a culture fit” is sometimes used when a hiring manager can’t (or won’t) articulate why they’re passing on someone. When that happens, it can reinforce bias, consciously or not.

We encourage our clients to be specific about what they’re actually looking for in team dynamics, communication style, or shared values. That’s how you build inclusive, high-performing teams. “Culture fit” should never be code for “same background, same vibe, same personality.”

3. The Better Question: Are They a Culture Add?

Instead of looking for someone who fits the existing mold, forward-thinking companies ask: What new perspectives, experiences, or ways of thinking could this person bring to the team? That’s what we call culture add, and it’s a far better lens for hiring.

It values alignment on mission and values while embracing diversity in approach, personality, and lived experience. It’s also how great teams evolve.

4. How to Talk About It as a Candidate

When culture comes up in an interview, it’s your opportunity to ask smart questions and share how you show up.
Ask:

• How would you describe the work style of the team?
• What values are most important in this organization?
• Can you give an example of someone who’s thrived here?

Then connect the dots. Talk about the environments where you’ve done your best work, how you like to communicate, and what kind of leadership helps you succeed. You’re not trying to be a perfect match. You’re looking for genuine alignment.

Fit Isn’t About Fitting In. It’s About Belonging.

The best culture fits aren’t about sameness. They’re about shared goals, complementary strengths, and a mutual belief in the work being done. When hiring is grounded in that kind of clarity, teams thrive, and people do too.

Looking for the right culture and the right opportunity? Let’s find it together.