In real estate, we talk a lot about “fit”—finding the right home, the right neighborhood, the right deal. But when it comes to hiring, fit often gets overlooked.
Yet for real estate organizations, hiring for cultural fit is just as important as hiring for skills; maybe even more so. A new hire might be a top performer on paper, but if they clash with your values, your clients, or your team dynamic, things can go sideways quickly.
So, how can firms hire for culture without falling into the trap of sameness or subjectivity? Let’s dive into what cultural fit really means (and how to find it.)
What Is Culture, Really?
Spoiler: It’s not ping-pong tables and happy hours.
Company culture is the shared set of values, behaviors, and expectations that guide how people work together. It’s how decisions get made, how conflict is handled, and how success is defined.
In real estate firms, culture shows up in how agents collaborate (or compete), how leaders communicate, and how much autonomy people are expected to have. And because so many real estate roles are client-facing, culture impacts not just internal morale but your brand’s whole reputation and perception.
Why Culture Fit Matters in Hiring
Cultural fit isn’t about hiring people who “seem like us.” It’s about alignment. When values and work styles align, employees are more engaged, productive, and likely to stay.
In fact, a Deloitte survey found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success.¹ And Gallup reports that employees who feel their company’s values align with their own are five times more likely to be engaged at work.²
Engagement, retention, performance—it all starts with fit.
How to Hire for Culture (Without Getting It Wrong)
Hiring for culture (not homogeneity) means you are actively looking for people who not only align with your established culture but add to it, help it grow, and make it better. To do that:
- Define Your Culture Clearly
You can’t hire for fit if you don’t know what your culture is. Get crystal clear on your company’s core values, communication style, and expectations.
Ask:
- How do we define success here?
- What behaviors are rewarded?
- How do we handle mistakes or disagreements?
Pro tip: Involve your team. Culture isn’t just what leadership says—it’s what employees live every day.
And then: write it down. Make it known. Hang it up. And follow it.
- Build Culture into the Job Description
Go beyond “must be a team player.” Include real, specific language about your work environment. If your firm values autonomy, say that. If collaboration is key, say that.
Example:
“We’re a fast-paced, team-oriented firm that values initiative and direct communication.”
Or, “We’re a client-focused, collaborative team that is willing to do whatever it takes in order to deliver and values flexibility and out-of-the-box thinking. We like weird.”
That gives potential hires a glimpse into what it feels like to work for you.
- Ask the Right Interview Questions
Behavioral questions help uncover whether a candidate’s instincts match your culture.
Try:
- “Tell me about a time you disagreed with a manager. How did you handle it?”
- “What kind of team environment brings out your best work?”
- “What’s your approach when a deal starts to fall apart?”
Listen for alignment, not just the “right” answer.
- Involve the Team
Culture isn’t one person’s call. Have key team members meet with finalists and provide input. Different perspectives can highlight potential red flags or affirm a strong fit. - Hire for Culture Add, Not Just Fit
The goal isn’t to build a team of lookalikes. Diverse backgrounds, perspectives, and experiences strengthen culture as long as core values align. Seek people who bring something new and reinforce what already works.
Skills can be taught. Culture can’t.The most successful leaders know that hiring isn’t just about filling roles—it’s about building a team that grows together. And that starts with finding people who don’t just do the work, but believe in how and why you do it.
When you hire for culture with intention, you don’t just get great employees—you get long-term partners in your mission. We can help.
Citations:
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Deloitte. (2016). Core beliefs and culture: Chairman’s survey findings. https://www2.deloitte.com
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Gallup. (2020). State of the American Workplace. https://www.gallup.com
