Hire people who share your company values.
Values Alignment compares what matters most to each candidate with the values your company writes down for the role. You see where you match, where you're close, and what to ask about in the interview.
- value cards
- 24
- picks per candidate
- 6
- languages
- 6
- Shares a value
- Partly shares
- Only theirs
- Lowered the score
- Your value
MyCulture Alignment Wheel™ © 2026 MyCulture.ai
How it works
How the values assessment works
There's no fixed list of values to adopt. Describe your culture the way your team already talks about it.
- 1
Write your values
Add up to eight core values in your own words, with a short description of each. You can also list values that don't suit the role and say why.
- 2
We map them to the wheel
We match each value to the cards that express it best, so you don't need to learn a new vocabulary.
- 3
Candidates pick six
Candidates choose and rank the six values that matter most to them from 24 cards. It takes about ten minutes, in their own language.
- 4
Review the results
You get a values fit score, the wheel and the reasons behind the score, plus suggested interview questions.
MyCulture Alignment Wheel™ © 2026 MyCulture.ai
Choose a value
Related values light up in blue. Competing values light up in magenta, on the other side of the wheel.
MyCulture Alignment Wheel™
24 workplace values, on one wheel
Where a value sits shows which values it usually goes with and which it competes with. That makes it easy to see how a candidate's picks relate to yours.
- Neighbours go together
- Values next to each other are often chosen together. Curiosity sits beside Creativity and Growth.
- Most opposites compete
- Most values that pull people in different directions sit across the circle, such as Ambition and Balance, or Financial Success and Social Impact. A few compete with a neighbour, like Efficiency and Excellence.
- Six groups around the edge
- Growing, Striving, Steady, Doing it right, People and Community. The order follows Schwartz's theory of basic human values.
- Near matches still count
- A candidate who picks a value right next to yours gets partial credit, so a near match isn't treated as a miss.
Dashed lines connect the 17 pairs of competing values.
Value pairs
Which values go together, and which compete
Behind the wheel is a grid of all 276 pairs of values. Each pair is marked as close, related, competing or unrelated. The grid decides when a nearby pick earns partial credit and which picks lower the score.
- Close
- Related
- Compete
- Unrelated
- Same card
Rows and columns follow the order of the wheel, so each outlined block is one group. Blue squares show values that go together. Magenta squares show values that compete.
Choose any square
Each square is one pair of values. Hover or tap to see how they relate.
Scoring
A values fit score with the reasons behind it
The score shows how well a candidate's six picks cover your company values, out of 100. A strong match can reach 100, and every result lists what raised or lowered the score.
- Shares a valueThe card that best matches one of your values.Full credit
- Partly sharesA card close to one of your values, when a closer card exists.Half credit
- Only theirsA value you didn't list. Often a good interview topic.No effect
- Doesn't suit this roleA value you said doesn't suit the role, with a reason you gave.Removes one value
- Competes with yoursA value that competes with one of yours they didn't pick.Removes half a value
Score bands
Candidates also rank their picks. The ranking appears in the report but doesn't change the score. If you update your values later, completed results are recalculated automatically.
The research
Grounded in values research
Studies of person-organisation fit link shared values with job satisfaction and commitment. We built each step so you can see how a result was reached.
Schwartz
Based on the theory of basic human values
One of the most widely studied models of personal values. The wheel follows its circle, so values that go together sit side by side and values that compete sit apart.
276
Every value pair mapped
Each pair of cards is marked as close, related, competing or unrelated. Three independent ratings are combined for each pair, and a person reviewed every pair where they disagreed.
Your Own Values
Your values, not a template
You describe your values in your own words and we match them to the cards, so the comparison reflects how your team talks.
6
Languages for candidates
Cards and results are available in English, Thai, Spanish, French, Malay and Portuguese.
References
- Schwartz, S. H. (1992). Universals in the content and structure of values. Advances in Experimental Social Psychology, 25, 1-65.
- Schwartz, S. H., et al. (2012). Refining the theory of basic individual values. Journal of Personality and Social Psychology, 103(4), 663-688.
- Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: a meta-analysis. Personnel Psychology, 58(2), 281-342.
- Verquer, M. L., Beehr, T. A., & Wagner, S. H. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63(3), 473-489.
In the report
Turn results into better interview questions
Hiring managers see the score, the wheel and a short list of what shaped the result. Gaps and conflicts come with interview questions, so the conversation starts from something concrete.
- Which of your values they share, fully or in part
- What lowered the score, with your reason attached
- Values they chose that you didn't list
| Your value | Their closest pick | Match |
|---|---|---|
| Own the outcome | Nothing close | Not covered |
| Stay curious | Curiosity | Shares |
| Customers first | Service | Shares |
| Do the right thing | Transparency | Partly |
| Move fast | Adaptability | Shares |
Worth asking about
Daniel didn't choose anything close to Own the outcome. Ask: “Tell me about a result you owned from start to finish. What did you do when it went wrong?”
Responsible hiring
Values fit you can explain
Clear, written criteria
Culture fit is often judged on gut feel. Here your values are written down, and every result shows how the score was reached.
A reason for every deduction
A value only lowers the score for not suiting the role when you explain why. Without a reason, it's flagged for discussion instead.
One input among several
Use Values Alignment alongside interviews, skills and experience. A low score is a prompt to ask more questions.
FAQ
Common questions
- What is a values alignment assessment?
- A short assessment that compares a candidate's personal values with your company's core values. It shows where they match, where they differ, and what to explore in the interview.
- How is values fit different from culture fit?
- Culture fit is often a gut feeling about whether someone is like the team. Values fit compares what a candidate cares about with values you've written down, so you can explain every result.
- How long does it take a candidate?
- About ten minutes. They read 24 short value cards, choose six and rank them.
- Do we have to use your list of values?
- No. You write your own values and descriptions, and we match them to the cards for you.
- What if we change our values after candidates finish?
- Save your changes and completed results for that role are recalculated automatically.
- Does a low score rule a candidate out?
- No. It shows what to explore in the interview. Use it alongside skills, experience and your own conversations.
- Which languages are available?
- English, Thai, Spanish, French, Malay and Portuguese.
Related Assessments
Try it with your own company values
Start with 5 free assessments. No credit card required.