10 Things Top Hiring Managers Do Differently With MyCulture

Hiring people is tough. You can’t always tell from a resume or a first meeting if someone will actually work well with the team. That’s why smart hiring managers use MyCulture. It helps them figure out who’s the right match, not just who looks good on paper. Here’s how they do it differently (and better).

1. They Learn What Their Team Is Actually Like Before Hiring Anyone

Before posting the job or writing the job description, great hiring managers pause and ask an important question: "What kind of team are we right now?" Not what kind of team they wish they had or what sounds impressive in a company brochure, but how the team actually works day to day.

Are team members chatty or quiet? Do they prefer working alone or in groups? Do they like step-by-step instructions or freedom to figure things out? These are not things you can guess based on job titles or roles.

Top managers use MyCulture to send a quick team survey. Everyone answers a few simple questions, and the manager gets a clear snapshot of how people communicate, make decisions, handle feedback, and solve problems together. This snapshot becomes the foundation for smarter hiring.

Without this step, managers often bring in someone who sounds great but just doesn’t click with the rest of the team. That mismatch can cause friction, stress, and even turnover later on. Smart hiring starts with self-awareness and MyCulture makes that step easy and fast.

2. They Use Scorecards to Stay Fair, Not Just Instinct

When you meet a candidate who’s friendly, confident, or reminds you of yourself, it’s easy to feel like they’re a great fit. But personal chemistry does not always mean professional success. Your gut might tell you one thing, but what if you’re missing something?

Top hiring managers don’t just rely on feelings. They create scorecards that lay out the key traits the team needs and they stick to them. With MyCulture, they can compare how well a candidate’s style matches the team’s way of working. These scorecards look at things like communication, speed of decision-making, how structured someone is, and how they handle feedback.

This kind of structure keeps things fair. It also helps hiring managers explain their choices to others and defend their decisions. It avoids common mistakes like hiring someone just because they “seem sharp” or “would be fun to grab lunch with.” Scorecards help focus on the stuff that actually matters.

When you use a tool like MyCulture to create these scorecards, you’re not starting from scratch. You’re working from real insights about your team and your candidate.

3. They Give Candidates a Real Look at Team Culture, Not Just the Company Website

Candidates often walk into interviews knowing very little about how the actual team works. Sure, they might have read the company values on the website. But they don’t know what their future teammates are really like. Will they be expected to speak up in meetings? Will they be left alone most of the time? Do people joke around, or is it more serious?

Great hiring managers fix this early. They send each candidate a team preview before the interview. It’s a short summary of how the team works. It’s how they make decisions, how they give feedback, how structured or flexible they are. This helps the candidate prepare better. It also helps them decide if this is the right place for them.

This step saves everyone time. If a candidate knows they prefer lots of structure and daily check-ins, but the team works independently with little supervision, they might realize the match isn’t right. That’s a good thing because a mismatch would cause frustration for both sides later.

Using MyCulture, hiring managers can easily create and send this kind of preview. It shows that you respect the candidate’s time, and it sets a tone of honesty and openness from the start.

4. They Ask Interview Questions That Actually Match the Team’s Needs

Lots of interviews follow the same simple script: “What’s your greatest strength?” “Tell me about a challenge you overcame.” These questions don’t tell you how someone works day to day.

The best hiring managers build questions based on what the team actually needs. And they don’t make it up as they go. They use tools like MyCulture to identify the team’s strongest values, then they ask about those values directly.

For example, if the team values speed and quick decision-making, a good question might be, “Tell me about a time you had to move fast without much information.” If the team works independently, the question might be, “How do you handle projects with very little guidance?”

This kind of questioning makes interviews more meaningful. You’re not just checking off boxes, you’re learning how someone would behave in your real-world environment.The candidate feels that too, they know they’re being evaluated for who they really are, not just for how well they rehearse answers.

5. They Make It Easy for the Whole Team to Weigh In Without More Meetings

Involving the team in hiring decisions is important. But long group meetings can be hard to schedule. And in those meetings, some people speak a lot while others stay quiet.

Top hiring managers use MyCulture to solve this. Each team member fills out a short survey about what kind of person would work best with the group. The manager then gets a clear summary of everyone’s input, with no extra meetings needed.

This helps make hiring more inclusive and balanced. Quiet team members get a say, dominant voices don’t take over, and everyone feels more connected to the final choice.

Even better, this method helps remove bias. Instead of just going with who the manager personally likes best, decisions are based on shared values and needs.

6. They Catch Culture Clashes Before They Happen

It’s common to realize only after someone starts that their style does not match the team. Maybe they ask too many questions when the team prefers independence. Maybe they want lots of daily check-ins, but no one has time for that.

These small mismatches become big problems over time. Morale drops. Communication breaks down. Turnover happens.

Top hiring managers avoid this by checking for style differences before the hire. They use MyCulture to compare the candidate’s work style to the team’s. If there’s a mismatch, they talk about it during the interview or prepare for it during onboarding.

This step helps avoid future stress and disappointment. It’s not about rejecting people who are different. It’s about being honest about how your team works and what support a new hire will need to succeed.

7. They Make Onboarding Feel Human, Not Just Helpful

Starting a new job can feel overwhelming. There’s so much to learn, and it’s easy to feel lost or awkward, even if you’re qualified and excited.

Great managers make onboarding more than just an instruction manual. They use MyCulture to learn how their new hire works best. For example, do they like regular feedback or space to figure things out? Do they need structure or flexibility?

This helps managers set up a personalized onboarding plan. Maybe that means checking in more often at first, or giving the person time to observe before jumping in. It shows respect for the new hire as a person, not just a role to fill.

A little effort here goes a long way. People who feel supported early on are more likely to succeed, stay longer, and contribute more.

8. They Keep Watching for Culture Changes After the Hire

A good hire today might feel out of place six months from now. Why? Because teams evolve. New projects, different people, and changing stress levels all affect how the team works together.

Top managers don’t assume everything will stay the same. They use MyCulture to check in regularly on team dynamics. It’s like taking the team’s temperature. If something’s off, they catch it early and adjust.

This helps prevent bigger problems down the line. Maybe someone’s starting to feel isolated. Maybe communication styles are clashing. Early action keeps the team healthy and working well together.

9. They Don’t Just Hire People Who Look or Sound Like Them

It’s natural to feel drawn to people who are familiar. People who went to the same school, share your background, or like the same things. But if you only hire people like you, your team misses out on new ideas, creativity, and perspective.

Top hiring managers push past this comfort zone. They focus on how someone actually works, not just how much they have in common on the surface.

MyCulture helps with that. It gives you tools to understand work styles, not just resumes. It helps you find people who bring something new, but still share the core values that matter most.

The result? A team that’s more diverse, more creative, and better equipped to solve big problems.

10. They Build Teams That Work Well Together, Even If Everyone Is Different

Culture fit doesn’t mean hiring clones. It means hiring people who respect each other, even if they work in different ways.

Great teams have variety. One person might be super detail-oriented, while another sees the big picture. One might love brainstorming, while another loves organizing. That’s okay — in fact, that’s ideal.

Top hiring managers use MyCulture to understand these differences and make sure they don’t clash. It helps them build teams where different styles complement each other, not compete.

This kind of team is more balanced, more adaptable, and frankly, more fun to be part of.

Why It Works

MyCulture helps hiring managers avoid the most common mistakes, like hiring someone who looks good on paper but just doesn’t click with the team. Instead of guessing, they get real info about how people work, communicate, and think. That means better hires, stronger teams, and less stress for everyone.