07.07.2025 • Nawia
Value-based recruitment in a growth company – this is how you find top talents who fit your culture
A growth company's culture does not arise from diagrams or value lists on a website. It arises from how people work together. How they talk to each other in a hurry. How decisions are made. What things are approached ambitiously and where are they willing to compromise.
Therefore, recruitment is not just about finding skills. It is about building a culture, one person at a time. And when the goal is sustainable growth, the compatibility of values also plays a crucial role.
But how are these things identified in practice? And how should a recruitment strategy be built to find people who truly strengthen the team?
Start with what your culture truly is
Value-based recruitment always begins with articulating your own culture. What do you believe in? What kind of collaboration is valued? How do you approach feedback, urgency, and change?
When these things are clear, you can target recruitment communications and the candidate experience to appeal to the right people.
The goal is not to find similar people, but those whose values and ways of working drive the team in a common direction.
Make your culture visible in the recruitment process
The right talent won't find their way if the culture isn't visible throughout the entire recruitment path. Value-based recruitment isn't just about cultural fit, it's about openly discussing expectations, operating models, and realities.
Successful recruitment requires that the candidate knows what they are getting into. Therefore, openness is emphasized in the direct search process and recruitment communications.
When these things are articulated in an interesting and honest way already in the direct search process or job advertisement, it creates a connection that attracts the right kind of talent and filters out those for whom the work environment is not suitable. In this way, transparency in recruitment builds trust even before the first interview.
Ask questions that aren't in the CV
When the goal is to find a top performer who fits the culture, the resume is just a starting point. True compatibility is found in interaction, in what the candidate says about everyday situations, their attitudes, and ways of working.
A well-planned interview does not repeat the application but gives room. What kind of team does the candidate enjoy? How do they act under pressure? What inspires them, and what frustrates them?
Such discussions create an understanding of what kind of role supports the candidate's strengths and what kind of impact they could have on your team.
Utilize a recruitment partner who dares to ask more
Outsourcing recruitment or collaborating with a headhunting service often brings valuable external perspectives. At its best, the partner is not satisfied with searching for talent based on given criteria but helps to clarify what is really needed.
What kind of expertise is already in the team? What is missing to make the whole work better? Is a doer or a visionary needed now?
You don't have to ponder such questions alone. A good recruitment partner brings an outside perspective to the discussion, asks essential questions, and helps build a process that not only fills the position but strengthens the entire team.
Build a team around values, not similarity
Value-based recruitment does not seek talent molded from the same cast. On the contrary, the best teams are built from people with different backgrounds, strengths, and ways of thinking.
Fitting into the culture does not mean that everyone thinks the same way, but that certain operating methods and values are shared. For example, trust, taking responsibility, or open interaction.
Therefore, a recruitment strategy that also considers the compatibility of values and operating methods supports long-term growth.
This approach not only improves the candidate experience but also helps make recruitment truly impactful and sustainable.
Value-based recruitment supports business growth
In a growth company, every recruitment is an investment. When you choose a person who shares the company's values and supports the culture, you get much more than competence. You get commitment, responsibility, and a desire to build a common direction.
Developing recruitment from a values perspective is not a hindrance. It is a way to streamline the recruitment process, improve the quality of recruitment, and ensure that the company grows on a sustainable foundation.
Whether it's a matter of expert recruitment, management recruitment, or updating the entire recruitment strategy, a value-based approach brings to recruitment what cannot be bought: a common direction.
