Culture fit — measured against your culture.
Most “culture fit” is a vibe check with a bias problem. 5Profiler makes it measurable: candidates face costly value dilemmas, scored against the values you declared and the team you actually have — two-sided fit, not a relabeled trait.
Person and organisation
2 sides
Behavioural context
30 facets
Answers
3 per candidate
Declared values, lived culture, real dilemmas
You rank and weight your values; candidates choose under cost, not self-rate; congruence is computed against both the poster and the practice.
- Forced choice, not self-praise — dilemmas where every option costs something — there is no “right answer” to memorise.
- Your declared values — you name and weight them in a values editor with live derived weights.
- Your lived culture — assess your own team as a baseline and see where the poster and the practice disagree.
- Fit, not sameness — congruence is advisory and probed in interview — culture add stays a human call.
A report the panel can actually read
Answers up top, 30 facets in plain language underneath, and the exact interview probes worth the panel's forty-five minutes — within minutes of completion. No four-letter labels, no astrology.
Declared vs lived, made visible
A company declared “customer first” as its top value; its incumbent baseline scored higher on “ownership.” A candidate congruent with the declared poster but not the lived floor got flagged with exactly that gap — and the panel interviewed for it instead of discovering it at month six.
Questions we always get
Isn’t culture fit just bias with a nicer name?
Unmeasured, often yes. Measured against explicit declared values with structured scoring, monitored across groups, and used as advisory input with interview probes — it becomes evidence, not vibes.
What if we’ve never articulated our values?
The values editor walks your leadership through ranking them with plain-language definitions and real dilemma previews — most teams finish in a working session.
Culture fit or culture add?
The score measures congruence; the decision stays human. Many teams deliberately hire low-congruence candidates — with open eyes and an onboarding brief.
Go deeper in the research library: culture fit vs culture add · person-organisation values fit.
People also evaluate
Score fit against your values, not ours.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.