Cultural Alignment: How to Find the Right Company for You Aug 28 Written By Lesa Edwards </div><div class="sqs-block html-block sqs-block-html" data-block-type="2" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" data-sqsp-block="text" id="block-30caa04c25b0ee86d138"><div class="sqs-block-content"> <div class="sqs-html-content" data-sqsp-text-block-content> <p class="" style="white-space:pre-wrap;">Cultural alignment is so important for you to be successful in a role and achieve job satisfaction. While there are other components, such as your relationship with your boss (#1), that component and many others are directly or indirectly influenced by culture. </p><p class="" style="white-space:pre-wrap;">I wanted to do a deep dive into culture, as it relates to how you make sure you find a company that meshes with you. While my plan is to keep job search-related topics on my other podcast and career management topics on this podcast – I saw this topic as falling as least as much in the career management space as in the job search. </p><p class="" style="white-space:pre-wrap;"><strong> </strong></p><h4 style="white-space:pre-wrap;"><strong>What is corporate culture, anyway? </strong></h4><p class="" style="white-space:pre-wrap;">Here’s my AI of choice’s definition: “Corporate culture is the shared set of beliefs, values, and practices that define how a company and its employees interact and work. It's often called ‘the personality of the company,’ and it influences everything from decision-making to the way we communicate with each other and our customers. It's not something you can just write down on a piece of paper; it's the unwritten rules that guide our behavior every day.”</p><p class="" style="white-space:pre-wrap;"><strong> </strong></p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Key components of corporate culture</strong></p><p class="" style="white-space:pre-wrap;"><strong>Values:</strong> These are the core principles that guide our actions and decisions. For example, a company might value innovation, integrity, or collaboration.</p><p class="" style="white-space:pre-wrap;"><strong>Mission & Vision:</strong> The mission defines our purpose and what we do, while the vision describes what we hope to achieve in the future.</p><p class="" style="white-space:pre-wrap;"><strong>Work Environment:</strong> This includes the physical space, but also the overall atmosphere. Is it relaxed and casual, or formal and structured?</p><p class="" style="white-space:pre-wrap;"><strong>Communication:</strong> How do we share information and feedback? Is it open and transparent, or more hierarchical?</p><p class="" style="white-space:pre-wrap;"><strong>Employee Experience:</strong> This covers everything from how we recognize achievements to how we support each other's growth and well-being.</p><p class="" style="white-space:pre-wrap;"><strong>Leadership Style:</strong> The way our leaders manage and inspire their teams sets a strong example for the entire organization.</p><p class="" style="white-space:pre-wrap;"><strong>Behaviors & Norms:</strong> These are the informal rules that shape our daily interactions. For example, is it common to work late, or do we prioritize work-life balance?</p><p class="" style="white-space:pre-wrap;"> </p><h4 style="white-space:pre-wrap;"><strong>Is a company’s culture either “right” or “wrong” – or just different? </strong></h4><p class="" style="white-space:pre-wrap;">We can all think of examples of clearly “wrong” corporate culture – breeding excessive turnover, low morale, and ultimately minimal business results. </p><p class="" style="white-space:pre-wrap;">However, it’s also possible for a corporate culture to just not mesh with your needs. Here are four areas where this tends to show up:</p><p class="" style="white-space:pre-wrap;"><strong>Work-Life Balance: </strong>Some companies have a culture that prioritizes high intensity, long work hours and a "hustle" mentality. They may celebrate employees who consistently work late and are always available. This can be great for someone who is highly ambitious and wants to climb the ladder quickly, but it can be a terrible fit for a person who values strict boundaries between their personal and professional life. Neither culture is inherently bad; they just serve different priorities.</p><p class="" style="white-space:pre-wrap;"><strong>Communication and Collaboration: </strong>Cultures can vary widely in how they approach communication. A company might have a highly collaborative culture with frequent meetings and open-office layouts, where every decision is a group effort. This is ideal for someone who enjoys teamwork and constant interaction. </p><p class="" style="white-space:pre-wrap;">Conversely, another company might have a more independent and autonomous culture, where employees are expected to work on their own and report back on their progress. This environment is perfect for a self-starter who prefers to work without interruption. A candidate who thrives on collaboration would feel isolated in an autonomous culture, and vice versa.</p><p class="" style="white-space:pre-wrap;"><strong>Structure and Hierarchy: </strong>The level of formality and structure can also be a significant point of difference. Some organizations have a traditional, hierarchical structure with a clear chain of command and formal processes. Roles are well-defined, and decisions are made from the top down. This can provide a sense of security and clarity for many. </p><p class="" style="white-space:pre-wrap;">Other companies, especially startups, might have a flat, informal structure where titles mean less, and employees are encouraged to wear many hats. This can be exciting for a candidate who is adaptable and enjoys variety, but it can feel chaotic and disorganized to someone who prefers clear guidance.</p><p class="" style="white-space:pre-wrap;"><strong>Risk-Taking and Innovation: </strong>A company's approach to innovation can also highlight a cultural mismatch. A company with a risk-averse culture might focus on stability and incremental improvements. They may have a very structured approval process to minimize mistakes. This is a great fit for someone who values security and precision. </p><p class="" style="white-space:pre-wrap;">On the other hand, a company with a highly innovative and experimental culture might encourage employees to take risks, learn from failure, and move quickly. This is ideal for a candidate who is creative and enjoys pushing boundaries, but it can be stressful for someone who prefers a more predictable environment.</p><p class="" style="white-space:pre-wrap;"> </p><h4 style="white-space:pre-wrap;"><strong>Signs that a company isn’t a cultural match for you. </strong></h4><p class="" style="white-space:pre-wrap;">Signs of a cultural mismatch aren't always glaring. They often start as small, nagging feelings that grow over time. While some of these signs can also point to a toxic environment, in a cultural mismatch, the issue isn't that the company is "bad," but that its values and norms simply don't align with what you personally need to thrive.</p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Psychological and Emotional Signs </strong></p><p class="" style="white-space:pre-wrap;"><strong>You're constantly drained, not from the work itself, but from the environment.</strong> You may feel exhausted by the end of the day because you're spending so much energy trying to adapt to a culture that doesn't feel natural to you.</p><p class="" style="white-space:pre-wrap;"><strong>You feel like you have to "act" at work.</strong> Maybe you have to be more outgoing, more serious, or more competitive than you naturally are. This can lead to a feeling of inauthenticity and stress.</p><p class="" style="white-space:pre-wrap;"><strong>Your work feels meaningless.</strong> When you don't connect with the company's mission or values, it's hard to find purpose in your daily tasks. You may feel like you're just going through the motions.</p><p class="" style="white-space:pre-wrap;"> </p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Behavioral Signs</strong></p><p class="" style="white-space:pre-wrap;"><strong>You find yourself avoiding social events or team-building activities.</strong> While you might enjoy these things in a different setting, the company's approach to them just doesn't resonate with you.</p><p class="" style="white-space:pre-wrap;"><strong>You have a low level of engagement.</strong> You're doing your job, but you don't feel motivated to go the extra mile. You might not speak up in meetings or contribute ideas because you feel like they won't be heard or valued.</p><p class="" style="white-space:pre-wrap;"><strong>You're constantly looking at the clock.</strong> You find yourself counting down the minutes until the end of the day or the week, rather than being engrossed in your work. This is a common sign of disengagement.</p><p class="" style="white-space:pre-wrap;"> </p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Observable Workplace Signs </strong></p><p class="" style="white-space:pre-wrap;"><strong>Communication is a source of frustration.</strong> If you prefer direct, open communication but the company culture favors passive-aggressive or highly formal emails, it's a constant point of friction.</p><p class="" style="white-space:pre-wrap;"><strong>The company's stated values don't match its actions.</strong> For instance, the company website might say they value "work-life balance," but everyone is expected to answer emails late at night and work weekends. This hypocrisy is a major red flag for a cultural mismatch.</p><p class="" style="white-space:pre-wrap;"><strong>You don't understand how decisions are made.</strong> In a mismatched culture, you might feel like you're constantly in the dark. A company that prioritizes top-down decision-making will feel chaotic and confusing to someone who thrives in a collaborative, transparent environment.</p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h4 style="white-space:pre-wrap;"><strong>How do you know if a company’s culture is the right one for you? </strong></h4><p class="" style="white-space:pre-wrap;"><strong>Go Beyond the Website:</strong> While a company's "About Us" page is a good starting point, remember that it's a marketing tool. Look for employee reviews on sites like Glassdoor and LinkedIn to get an unfiltered perspective. You can also find former employees of the company (preferably from the department you’ll be working in) on LinkedIn to ask questions of. </p><p class="" style="white-space:pre-wrap;"><strong>Pay Attention During the Interview:</strong> The interview process itself is a window into the company's culture. Are the interviewers friendly and engaged, or rushed and distracted? Do they listen to your answers or just go through a list of questions?</p><p class="" style="white-space:pre-wrap;"><strong>Ask Insightful Questions:</strong> Don't be afraid to ask direct questions about the company culture. For example:</p><p class="" style="white-space:pre-wrap;">"How would you describe the company's communication style?"</p><p class="" style="white-space:pre-wrap;">"What do you do to recognize employee achievements?"</p><p class="" style="white-space:pre-wrap;">"What's the typical career path for someone in this role?"</p><p class="" style="white-space:pre-wrap;">"Can you give me an example of a time when the team had to overcome a major challenge, and what did you learn from it?"</p><p class="" style="white-space:pre-wrap;"><strong>Request to Meet the Team:</strong> If possible, ask to have an informal chat with a few members of the team you would be working with. This will give you a feel for their personalities and how they interact.</p><p class="" style="white-space:pre-wrap;"><strong>Observe the Office Environment:</strong> If you have an in-person interview, take note of the surroundings. Is the office quiet and serious, or more lively and collaborative? Do people seem happy and relaxed, or stressed and overworked?</p><p class="" style="white-space:pre-wrap;"><strong>Follow Your Gut Instinct:</strong> After all the research and interviews, take a moment to reflect on how you feel. Do you feel a genuine connection with the people you met? Does the company's mission align with your personal values? Your intuition can be a powerful guide.</p><p class="" style="white-space:pre-wrap;"> </p><p class="" style="white-space:pre-wrap;">So far, I’ve covered the what, the why, and the how of corporate culture – now let’s talk briefly about the employer’s perspective.</p><p class="" style="white-space:pre-wrap;"><strong>How companies can accurately articulate their culture: </strong>This starts with the hiring process. How a company writes their job descriptions, structures the interview and hiring processes, and communicates with the candidate throughout the process showcases the company’s culture. A bottom-line objective of a company’s hiring process should be to create raving fans of those who apply for jobs – even if they don’t get hired. </p><p class="" style="white-space:pre-wrap;"><strong>The role of onboarding and leadership</strong>: Onboarding sets the stage for culture. Is it a dry, task-oriented slog, or do new hires immediately feel they are an important part of the company? Do they hear from top executives? Do they understand how their role is important to the organization’s success? </p><p class="" style="white-space:pre-wrap;"><strong>Ongoing culture reinforcement: </strong>How does the organization continue to “walk the walk” in making sure the culture is reinforced and rewarded? Is there a strategic plan for this – and does it take into consideration employees at all levels of the organization, all geographic areas, and the various learning styles? </p> </div> </div></div></div></div></div></div> <div class="blog-meta-item blog-meta-item--tags" data-content-field="tags"> <span class="blog-item-tag-wrapper"><a href="/tec-podcast/tag/cultural+alignment" class="blog-item-tag blog-item-tag--cultural-alignment" rel="tag">cultural alignment</a></span><span class="blog-item-tag-wrapper"><a href="/tec-podcast/tag/corporate+culture" class="blog-item-tag blog-item-tag--corporate-culture" rel="tag">corporate culture</a></span> </div> <div class="blog-item-author-profile-wrapper" data-content-field="author"> <a href="/tec-podcast?author=617ae7024d577d7cd7e6f36a"> <span class="author-name">Lesa Edwards</span> </a> </div> </div> <section class="blog-item-comments"> <div class="blog-item-comments-toggle-wrapper"> <div id="blogItemCommentsContent" class="blog-item-comments-content" data-content-field="comments"> </div> </div> </section> </div> </article> </div> </div> </div> </section> </article> <section id="itemPagination" class="item-pagination item-pagination--prev-next" data-collection-type="blog-side-by-side" > <a href="/tec-podcast/blog-kindness-isnt-soft-with-michael-neece" class="item-pagination-link item-pagination-link--next"> <div class="pagination-title-wrapper"> <div class="visually-hidden">Next</div> <div class="item-pagination-prev-next">Next</div> <h2 class="item-pagination-title">Kindness Isn’t Soft: Why it’s the Most Underrated Strategy in Executive Leadership (with Michael Neece) </h2> </div> <div class="item-pagination-icon icon icon--stroke"> <svg class="caret-right-icon--small" viewBox="0 0 9 16"> <polyline fill="none" stroke-miterlimit="10" points="1.6,1.2 6.5,7.9 1.6,14.7"/> </svg> </div> </a> </section> </main> <footer class="sections" id="footer-sections" data-footer-sections> <section data-test="page-section" data-section-theme="" class='page-section full-bleed-section layout-engine-section background-width--full-bleed section-height--small content-width--wide horizontal-alignment--center vertical-alignment--middle ' data-section-id="68228c5ac280b87b4026bbc9" data-controller="SectionWrapperController" data-current-styles="{ "imageOverlayOpacity": 0.15, "backgroundWidth": "background-width--full-bleed", "sectionHeight": "section-height--small", "customSectionHeight": 10, "horizontalAlignment": "horizontal-alignment--center", "verticalAlignment": "vertical-alignment--middle", "contentWidth": "content-width--wide", "customContentWidth": 50, "sectionTheme": "", "sectionAnimation": "none", "backgroundMode": "image" }" data-current-context="{ "video": { "playbackSpeed": 0.5, "filter": 1, "filterStrength": 0, "zoom": 0, "videoSourceProvider": "none" }, "backgroundImageId": null, "backgroundMediaEffect": { "type": "none" }, "divider": { "enabled": false }, "typeName": "blog-side-by-side" }" data-animation="none" data-fluid-engine-section > <div class="section-border" > <div class="section-background"> </div> </div> <div class='content-wrapper' style=' ' > <div class="content" > <div data-fluid-engine="true"><style> .fe-68228c5ac280b87b4026bbc8 { --grid-gutter: calc(var(--sqs-mobile-site-gutter, 6vw) - 11.0px); --cell-max-width: calc( ( var(--sqs-site-max-width, 1500px) - (11.0px * (8 - 1)) ) / 8 ); display: grid; position: relative; grid-area: 1/1/-1/-1; grid-template-rows: repeat(21,minmax(24px, auto)); grid-template-columns: minmax(var(--grid-gutter), 1fr) repeat(8, minmax(0, var(--cell-max-width))) minmax(var(--grid-gutter), 1fr); row-gap: 11.0px; column-gap: 11.0px; } @media (min-width: 768px) { .background-width--inset .fe-68228c5ac280b87b4026bbc8 { --inset-padding: calc(var(--sqs-site-gutter) * 2); } .fe-68228c5ac280b87b4026bbc8 { --grid-gutter: calc(var(--sqs-site-gutter, 4vw) - 11.0px); --cell-max-width: calc( ( var(--sqs-site-max-width, 1500px) - (11.0px * (24 - 1)) ) / 24 ); --inset-padding: 0vw; --row-height-scaling-factor: 0.0215; --container-width: min(var(--sqs-site-max-width, 1500px), calc(100vw - var(--sqs-site-gutter, 4vw) * 2 - var(--inset-padding) )); grid-template-rows: repeat(6,minmax(calc(var(--container-width) * var(--row-height-scaling-factor)), auto)); grid-template-columns: minmax(var(--grid-gutter), 1fr) repeat(24, minmax(0, var(--cell-max-width))) minmax(var(--grid-gutter), 1fr); } } .fe-block-d7d94367fafe0eaf62a8 { grid-area: 2/2/12/10; z-index: 0; @media (max-width: 767px) { } } .fe-block-d7d94367fafe0eaf62a8 .sqs-block { justify-content: flex-start; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-d7d94367fafe0eaf62a8 { grid-area: 1/2/7/16; z-index: 0; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block { justify-content: flex-start; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block-alignment-wrapper { align-items: flex-start; } } .fe-block-80cddb921898fa46c825 { grid-area: 12/2/18/10; z-index: 1; @media (max-width: 767px) { } } .fe-block-80cddb921898fa46c825 .sqs-block { justify-content: flex-start; } .fe-block-80cddb921898fa46c825 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-80cddb921898fa46c825 { grid-area: 1/20/4/26; z-index: 1; } .fe-block-80cddb921898fa46c825 .sqs-block { justify-content: flex-start; } .fe-block-80cddb921898fa46c825 .sqs-block-alignment-wrapper { align-items: flex-start; } } .fe-block-yui_3_17_2_1_1747757683634_3270 { grid-area: 18/2/20/10; z-index: 2; @media (max-width: 767px) { } } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block { justify-content: flex-start; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-yui_3_17_2_1_1747757683634_3270 { grid-area: 4/20/5/24; z-index: 2; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block { justify-content: center; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block-alignment-wrapper { align-items: center; } } </style><div class="fluid-engine fe-68228c5ac280b87b4026bbc8"><div class="fe-block fe-block-d7d94367fafe0eaf62a8"><div class="sqs-block newsletter-block sqs-block-newsletter" data-blend-mode="NORMAL" data-block-type="51" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" id="block-d7d94367fafe0eaf62a8"><div class="sqs-block-content"> <div class="newsletter-form-wrapper newsletter-form-wrapper--layoutFloat newsletter-form-wrapper--alignLeft " > <form class="newsletter-form" data-form-id="68228c5ac280b87b4026bbc6" autocomplete="on" method="POST" novalidate onsubmit="return (function (form) { Y.use('squarespace-form-submit', 'node', function usingFormSubmit(Y) { (new Y.Squarespace.FormSubmit(form)).submit({ formId: '68228c5ac280b87b4026bbc6', collectionId: '67a65b4ec46496632ef4a43c', objectName: 'd7d94367fafe0eaf62a8' }); }); return false; })(this);"> <header class="newsletter-form-header"> <h2 class="newsletter-form-header-title">Enhance and Expand Your Career!</h2> <div class="newsletter-form-header-description"><p data-rte-preserve-empty="true" style="white-space:pre-wrap;">Sign up for weekly emails from Lesa with job search and career management tips.</p></div> </header> <div class="newsletter-form-body"> <div class="newsletter-form-fields-wrapper form-fields" style="vertical-align: middle;"> <div id="email-yui_3_17_2_1_1561059871607_37975" class="newsletter-form-field-wrapper form-item field email required" style="vertical-align: bottom;"> <label class="newsletter-form-field-label title" for="email-yui_3_17_2_1_1561059871607_37975-field">Email Address</label> <input id="email-yui_3_17_2_1_1561059871607_37975-field" class="newsletter-form-field-element field-element" name="email" x-autocompletetype="email" autocomplete="email" type="email" spellcheck="false" placeholder="Email Address" /> </div> </div> <div data-animation-role="button" class="newsletter-form-button-wrapper submit-wrapper" style="vertical-align: middle;"> <button class=" newsletter-form-button sqs-system-button sqs-editable-button-layout sqs-editable-button-style sqs-editable-button-shape sqs-button-element--primary " type="submit" value="Sign Up" > <span class="newsletter-form-spinner sqs-spin light large"></span> <span class="newsletter-form-button-label">Sign Up</span> <span class="newsletter-form-button-icon"></span> </button> </div> <div class="captcha-container sqs-form-rendered align-left " data-theme="light" ></div> </div> <div class="newsletter-form-footnote"></div> <div class="hidden form-submission-text"><p data-rte-preserve-empty="true" style="white-space:pre-wrap;">Thank you! Keep an eye on your email inbox for Lesa’s weekly email.</p></div> <div class="hidden form-submission-html" data-submission-html=""></div> </form> </div> </div></div></div><div class="fe-block fe-block-80cddb921898fa46c825"><div class="sqs-block html-block sqs-block-html" data-blend-mode="NORMAL" data-block-type="2" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" data-sqsp-block="text" id="block-80cddb921898fa46c825"><div class="sqs-block-content"> <div class="sqs-html-content" data-sqsp-text-block-content> <h4 style="white-space:pre-wrap;">The Exclusive Career</h4><p class="" style="white-space:pre-wrap;">© 2005-2025 The Exclusive Career and Lesa Edwards - All Rights Reserved</p> </div> </div></div></div><div class="fe-block fe-block-yui_3_17_2_1_1747757683634_3270"><div class="sqs-block socialaccountlinks-v2-block sqs-block-socialaccountlinks-v2" data-block-type="54" id="block-yui_3_17_2_1_1747757683634_3270"><div class="sqs-block-content"> <div class="sqs-svg-icon--outer social-icon-alignment-center social-icons-color- social-icons-size-small social-icons-shape-rounded social-icons-style-solid" > <style> #block-yui_3_17_2_1_1747757683634_3270 .social-icons-style-border .sqs-svg-icon--wrapper { box-shadow: 0 0 0 2px inset; border: none; } </style> <nav class="sqs-svg-icon--list"> <a href="https://www.linkedin.com/in/LesaCareerCoach/" target="_blank" class="sqs-svg-icon--wrapper linkedin-unauth" aria-label="LinkedIn"> <div> <svg class="sqs-svg-icon--social" viewBox="0 0 64 64"> <use class="sqs-use--icon" xlink:href="#linkedin-unauth-icon"></use> <use class="sqs-use--mask" xlink:href="#linkedin-unauth-mask"></use> </svg> </div> </a><a href="https://www.facebook.com/theexclusivecareer" target="_blank" class="sqs-svg-icon--wrapper facebook-unauth" aria-label="Facebook"> <div> <svg class="sqs-svg-icon--social" viewBox="0 0 64 64"> <use class="sqs-use--icon" xlink:href="#facebook-unauth-icon"></use> <use class="sqs-use--mask" xlink:href="#facebook-unauth-mask"></use> </svg> </div> </a> </nav> </div> </div></div></div></div></div> </div> </div> </section> </footer> </div> <script defer="true" src="https://static1.squarespace.com/static/vta/5c5a519771c10ba3470d8101/scripts/site-bundle.da8701939521becc89a0dc23603824c2.js" type="text/javascript"></script> <svg xmlns="http://www.w3.org/2000/svg" version="1.1" style="display:none" data-usage="social-icons-svg"><symbol id="linkedin-unauth-icon" viewBox="0 0 64 64"><path d="M20.4,44h5.4V26.6h-5.4V44z M23.1,18c-1.7,0-3.1,1.4-3.1,3.1c0,1.7,1.4,3.1,3.1,3.1 c1.7,0,3.1-1.4,3.1-3.1C26.2,19.4,24.8,18,23.1,18z M39.5,26.2c-2.6,0-4.4,1.4-5.1,2.8h-0.1v-2.4h-5.2V44h5.4v-8.6 c0-2.3,0.4-4.5,3.2-4.5c2.8,0,2.8,2.6,2.8,4.6V44H46v-9.5C46,29.8,45,26.2,39.5,26.2z"/></symbol><symbol id="linkedin-unauth-mask" viewBox="0 0 64 64"><path d="M0,0v64h64V0H0z M25.8,44h-5.4V26.6h5.4V44z M23.1,24.3c-1.7,0-3.1-1.4-3.1-3.1c0-1.7,1.4-3.1,3.1-3.1 c1.7,0,3.1,1.4,3.1,3.1C26.2,22.9,24.8,24.3,23.1,24.3z M46,44h-5.4v-8.4c0-2,0-4.6-2.8-4.6c-2.8,0-3.2,2.2-3.2,4.5V44h-5.4V26.6 h5.2V29h0.1c0.7-1.4,2.5-2.8,5.1-2.8c5.5,0,6.5,3.6,6.5,8.3V44z"/></symbol><symbol id="facebook-unauth-icon" viewBox="0 0 64 64"><path d="M34.1,47V33.3h4.6l0.7-5.3h-5.3v-3.4c0-1.5,0.4-2.6,2.6-2.6l2.8,0v-4.8c-0.5-0.1-2.2-0.2-4.1-0.2 c-4.1,0-6.9,2.5-6.9,7V28H24v5.3h4.6V47H34.1z"/></symbol><symbol id="facebook-unauth-mask" viewBox="0 0 64 64"><path d="M0,0v64h64V0H0z M39.6,22l-2.8,0c-2.2,0-2.6,1.1-2.6,2.6V28h5.3l-0.7,5.3h-4.6V47h-5.5V33.3H24V28h4.6V24 c0-4.6,2.8-7,6.9-7c2,0,3.6,0.1,4.1,0.2V22z"/></symbol></svg> </body> </html>
Cultural Alignment: How to Find the Right Company for You Aug 28 Written By Lesa Edwards </div><div class="sqs-block html-block sqs-block-html" data-block-type="2" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" data-sqsp-block="text" id="block-30caa04c25b0ee86d138"><div class="sqs-block-content"> <div class="sqs-html-content" data-sqsp-text-block-content> <p class="" style="white-space:pre-wrap;">Cultural alignment is so important for you to be successful in a role and achieve job satisfaction. While there are other components, such as your relationship with your boss (#1), that component and many others are directly or indirectly influenced by culture. </p><p class="" style="white-space:pre-wrap;">I wanted to do a deep dive into culture, as it relates to how you make sure you find a company that meshes with you. While my plan is to keep job search-related topics on my other podcast and career management topics on this podcast – I saw this topic as falling as least as much in the career management space as in the job search. </p><p class="" style="white-space:pre-wrap;"><strong> </strong></p><h4 style="white-space:pre-wrap;"><strong>What is corporate culture, anyway? </strong></h4><p class="" style="white-space:pre-wrap;">Here’s my AI of choice’s definition: “Corporate culture is the shared set of beliefs, values, and practices that define how a company and its employees interact and work. It's often called ‘the personality of the company,’ and it influences everything from decision-making to the way we communicate with each other and our customers. It's not something you can just write down on a piece of paper; it's the unwritten rules that guide our behavior every day.”</p><p class="" style="white-space:pre-wrap;"><strong> </strong></p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Key components of corporate culture</strong></p><p class="" style="white-space:pre-wrap;"><strong>Values:</strong> These are the core principles that guide our actions and decisions. For example, a company might value innovation, integrity, or collaboration.</p><p class="" style="white-space:pre-wrap;"><strong>Mission & Vision:</strong> The mission defines our purpose and what we do, while the vision describes what we hope to achieve in the future.</p><p class="" style="white-space:pre-wrap;"><strong>Work Environment:</strong> This includes the physical space, but also the overall atmosphere. Is it relaxed and casual, or formal and structured?</p><p class="" style="white-space:pre-wrap;"><strong>Communication:</strong> How do we share information and feedback? Is it open and transparent, or more hierarchical?</p><p class="" style="white-space:pre-wrap;"><strong>Employee Experience:</strong> This covers everything from how we recognize achievements to how we support each other's growth and well-being.</p><p class="" style="white-space:pre-wrap;"><strong>Leadership Style:</strong> The way our leaders manage and inspire their teams sets a strong example for the entire organization.</p><p class="" style="white-space:pre-wrap;"><strong>Behaviors & Norms:</strong> These are the informal rules that shape our daily interactions. For example, is it common to work late, or do we prioritize work-life balance?</p><p class="" style="white-space:pre-wrap;"> </p><h4 style="white-space:pre-wrap;"><strong>Is a company’s culture either “right” or “wrong” – or just different? </strong></h4><p class="" style="white-space:pre-wrap;">We can all think of examples of clearly “wrong” corporate culture – breeding excessive turnover, low morale, and ultimately minimal business results. </p><p class="" style="white-space:pre-wrap;">However, it’s also possible for a corporate culture to just not mesh with your needs. Here are four areas where this tends to show up:</p><p class="" style="white-space:pre-wrap;"><strong>Work-Life Balance: </strong>Some companies have a culture that prioritizes high intensity, long work hours and a "hustle" mentality. They may celebrate employees who consistently work late and are always available. This can be great for someone who is highly ambitious and wants to climb the ladder quickly, but it can be a terrible fit for a person who values strict boundaries between their personal and professional life. Neither culture is inherently bad; they just serve different priorities.</p><p class="" style="white-space:pre-wrap;"><strong>Communication and Collaboration: </strong>Cultures can vary widely in how they approach communication. A company might have a highly collaborative culture with frequent meetings and open-office layouts, where every decision is a group effort. This is ideal for someone who enjoys teamwork and constant interaction. </p><p class="" style="white-space:pre-wrap;">Conversely, another company might have a more independent and autonomous culture, where employees are expected to work on their own and report back on their progress. This environment is perfect for a self-starter who prefers to work without interruption. A candidate who thrives on collaboration would feel isolated in an autonomous culture, and vice versa.</p><p class="" style="white-space:pre-wrap;"><strong>Structure and Hierarchy: </strong>The level of formality and structure can also be a significant point of difference. Some organizations have a traditional, hierarchical structure with a clear chain of command and formal processes. Roles are well-defined, and decisions are made from the top down. This can provide a sense of security and clarity for many. </p><p class="" style="white-space:pre-wrap;">Other companies, especially startups, might have a flat, informal structure where titles mean less, and employees are encouraged to wear many hats. This can be exciting for a candidate who is adaptable and enjoys variety, but it can feel chaotic and disorganized to someone who prefers clear guidance.</p><p class="" style="white-space:pre-wrap;"><strong>Risk-Taking and Innovation: </strong>A company's approach to innovation can also highlight a cultural mismatch. A company with a risk-averse culture might focus on stability and incremental improvements. They may have a very structured approval process to minimize mistakes. This is a great fit for someone who values security and precision. </p><p class="" style="white-space:pre-wrap;">On the other hand, a company with a highly innovative and experimental culture might encourage employees to take risks, learn from failure, and move quickly. This is ideal for a candidate who is creative and enjoys pushing boundaries, but it can be stressful for someone who prefers a more predictable environment.</p><p class="" style="white-space:pre-wrap;"> </p><h4 style="white-space:pre-wrap;"><strong>Signs that a company isn’t a cultural match for you. </strong></h4><p class="" style="white-space:pre-wrap;">Signs of a cultural mismatch aren't always glaring. They often start as small, nagging feelings that grow over time. While some of these signs can also point to a toxic environment, in a cultural mismatch, the issue isn't that the company is "bad," but that its values and norms simply don't align with what you personally need to thrive.</p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Psychological and Emotional Signs </strong></p><p class="" style="white-space:pre-wrap;"><strong>You're constantly drained, not from the work itself, but from the environment.</strong> You may feel exhausted by the end of the day because you're spending so much energy trying to adapt to a culture that doesn't feel natural to you.</p><p class="" style="white-space:pre-wrap;"><strong>You feel like you have to "act" at work.</strong> Maybe you have to be more outgoing, more serious, or more competitive than you naturally are. This can lead to a feeling of inauthenticity and stress.</p><p class="" style="white-space:pre-wrap;"><strong>Your work feels meaningless.</strong> When you don't connect with the company's mission or values, it's hard to find purpose in your daily tasks. You may feel like you're just going through the motions.</p><p class="" style="white-space:pre-wrap;"> </p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Behavioral Signs</strong></p><p class="" style="white-space:pre-wrap;"><strong>You find yourself avoiding social events or team-building activities.</strong> While you might enjoy these things in a different setting, the company's approach to them just doesn't resonate with you.</p><p class="" style="white-space:pre-wrap;"><strong>You have a low level of engagement.</strong> You're doing your job, but you don't feel motivated to go the extra mile. You might not speak up in meetings or contribute ideas because you feel like they won't be heard or valued.</p><p class="" style="white-space:pre-wrap;"><strong>You're constantly looking at the clock.</strong> You find yourself counting down the minutes until the end of the day or the week, rather than being engrossed in your work. This is a common sign of disengagement.</p><p class="" style="white-space:pre-wrap;"> </p><p class="sqsrte-large" style="white-space:pre-wrap;"><strong>Observable Workplace Signs </strong></p><p class="" style="white-space:pre-wrap;"><strong>Communication is a source of frustration.</strong> If you prefer direct, open communication but the company culture favors passive-aggressive or highly formal emails, it's a constant point of friction.</p><p class="" style="white-space:pre-wrap;"><strong>The company's stated values don't match its actions.</strong> For instance, the company website might say they value "work-life balance," but everyone is expected to answer emails late at night and work weekends. This hypocrisy is a major red flag for a cultural mismatch.</p><p class="" style="white-space:pre-wrap;"><strong>You don't understand how decisions are made.</strong> In a mismatched culture, you might feel like you're constantly in the dark. A company that prioritizes top-down decision-making will feel chaotic and confusing to someone who thrives in a collaborative, transparent environment.</p><p class="" data-rte-preserve-empty="true" style="white-space:pre-wrap;"></p><h4 style="white-space:pre-wrap;"><strong>How do you know if a company’s culture is the right one for you? </strong></h4><p class="" style="white-space:pre-wrap;"><strong>Go Beyond the Website:</strong> While a company's "About Us" page is a good starting point, remember that it's a marketing tool. Look for employee reviews on sites like Glassdoor and LinkedIn to get an unfiltered perspective. You can also find former employees of the company (preferably from the department you’ll be working in) on LinkedIn to ask questions of. </p><p class="" style="white-space:pre-wrap;"><strong>Pay Attention During the Interview:</strong> The interview process itself is a window into the company's culture. Are the interviewers friendly and engaged, or rushed and distracted? Do they listen to your answers or just go through a list of questions?</p><p class="" style="white-space:pre-wrap;"><strong>Ask Insightful Questions:</strong> Don't be afraid to ask direct questions about the company culture. For example:</p><p class="" style="white-space:pre-wrap;">"How would you describe the company's communication style?"</p><p class="" style="white-space:pre-wrap;">"What do you do to recognize employee achievements?"</p><p class="" style="white-space:pre-wrap;">"What's the typical career path for someone in this role?"</p><p class="" style="white-space:pre-wrap;">"Can you give me an example of a time when the team had to overcome a major challenge, and what did you learn from it?"</p><p class="" style="white-space:pre-wrap;"><strong>Request to Meet the Team:</strong> If possible, ask to have an informal chat with a few members of the team you would be working with. This will give you a feel for their personalities and how they interact.</p><p class="" style="white-space:pre-wrap;"><strong>Observe the Office Environment:</strong> If you have an in-person interview, take note of the surroundings. Is the office quiet and serious, or more lively and collaborative? Do people seem happy and relaxed, or stressed and overworked?</p><p class="" style="white-space:pre-wrap;"><strong>Follow Your Gut Instinct:</strong> After all the research and interviews, take a moment to reflect on how you feel. Do you feel a genuine connection with the people you met? Does the company's mission align with your personal values? Your intuition can be a powerful guide.</p><p class="" style="white-space:pre-wrap;"> </p><p class="" style="white-space:pre-wrap;">So far, I’ve covered the what, the why, and the how of corporate culture – now let’s talk briefly about the employer’s perspective.</p><p class="" style="white-space:pre-wrap;"><strong>How companies can accurately articulate their culture: </strong>This starts with the hiring process. How a company writes their job descriptions, structures the interview and hiring processes, and communicates with the candidate throughout the process showcases the company’s culture. A bottom-line objective of a company’s hiring process should be to create raving fans of those who apply for jobs – even if they don’t get hired. </p><p class="" style="white-space:pre-wrap;"><strong>The role of onboarding and leadership</strong>: Onboarding sets the stage for culture. Is it a dry, task-oriented slog, or do new hires immediately feel they are an important part of the company? Do they hear from top executives? Do they understand how their role is important to the organization’s success? </p><p class="" style="white-space:pre-wrap;"><strong>Ongoing culture reinforcement: </strong>How does the organization continue to “walk the walk” in making sure the culture is reinforced and rewarded? Is there a strategic plan for this – and does it take into consideration employees at all levels of the organization, all geographic areas, and the various learning styles? </p> </div> </div></div></div></div></div></div> <div class="blog-meta-item blog-meta-item--tags" data-content-field="tags"> <span class="blog-item-tag-wrapper"><a href="/tec-podcast/tag/cultural+alignment" class="blog-item-tag blog-item-tag--cultural-alignment" rel="tag">cultural alignment</a></span><span class="blog-item-tag-wrapper"><a href="/tec-podcast/tag/corporate+culture" class="blog-item-tag blog-item-tag--corporate-culture" rel="tag">corporate culture</a></span> </div> <div class="blog-item-author-profile-wrapper" data-content-field="author"> <a href="/tec-podcast?author=617ae7024d577d7cd7e6f36a"> <span class="author-name">Lesa Edwards</span> </a> </div> </div> <section class="blog-item-comments"> <div class="blog-item-comments-toggle-wrapper"> <div id="blogItemCommentsContent" class="blog-item-comments-content" data-content-field="comments"> </div> </div> </section> </div> </article> </div> </div> </div> </section> </article> <section id="itemPagination" class="item-pagination item-pagination--prev-next" data-collection-type="blog-side-by-side" > <a href="/tec-podcast/blog-kindness-isnt-soft-with-michael-neece" class="item-pagination-link item-pagination-link--next"> <div class="pagination-title-wrapper"> <div class="visually-hidden">Next</div> <div class="item-pagination-prev-next">Next</div> <h2 class="item-pagination-title">Kindness Isn’t Soft: Why it’s the Most Underrated Strategy in Executive Leadership (with Michael Neece) </h2> </div> <div class="item-pagination-icon icon icon--stroke"> <svg class="caret-right-icon--small" viewBox="0 0 9 16"> <polyline fill="none" stroke-miterlimit="10" points="1.6,1.2 6.5,7.9 1.6,14.7"/> </svg> </div> </a> </section> </main> <footer class="sections" id="footer-sections" data-footer-sections> <section data-test="page-section" data-section-theme="" class='page-section full-bleed-section layout-engine-section background-width--full-bleed section-height--small content-width--wide horizontal-alignment--center vertical-alignment--middle ' data-section-id="68228c5ac280b87b4026bbc9" data-controller="SectionWrapperController" data-current-styles="{ "imageOverlayOpacity": 0.15, "backgroundWidth": "background-width--full-bleed", "sectionHeight": "section-height--small", "customSectionHeight": 10, "horizontalAlignment": "horizontal-alignment--center", "verticalAlignment": "vertical-alignment--middle", "contentWidth": "content-width--wide", "customContentWidth": 50, "sectionTheme": "", "sectionAnimation": "none", "backgroundMode": "image" }" data-current-context="{ "video": { "playbackSpeed": 0.5, "filter": 1, "filterStrength": 0, "zoom": 0, "videoSourceProvider": "none" }, "backgroundImageId": null, "backgroundMediaEffect": { "type": "none" }, "divider": { "enabled": false }, "typeName": "blog-side-by-side" }" data-animation="none" data-fluid-engine-section > <div class="section-border" > <div class="section-background"> </div> </div> <div class='content-wrapper' style=' ' > <div class="content" > <div data-fluid-engine="true"><style> .fe-68228c5ac280b87b4026bbc8 { --grid-gutter: calc(var(--sqs-mobile-site-gutter, 6vw) - 11.0px); --cell-max-width: calc( ( var(--sqs-site-max-width, 1500px) - (11.0px * (8 - 1)) ) / 8 ); display: grid; position: relative; grid-area: 1/1/-1/-1; grid-template-rows: repeat(21,minmax(24px, auto)); grid-template-columns: minmax(var(--grid-gutter), 1fr) repeat(8, minmax(0, var(--cell-max-width))) minmax(var(--grid-gutter), 1fr); row-gap: 11.0px; column-gap: 11.0px; } @media (min-width: 768px) { .background-width--inset .fe-68228c5ac280b87b4026bbc8 { --inset-padding: calc(var(--sqs-site-gutter) * 2); } .fe-68228c5ac280b87b4026bbc8 { --grid-gutter: calc(var(--sqs-site-gutter, 4vw) - 11.0px); --cell-max-width: calc( ( var(--sqs-site-max-width, 1500px) - (11.0px * (24 - 1)) ) / 24 ); --inset-padding: 0vw; --row-height-scaling-factor: 0.0215; --container-width: min(var(--sqs-site-max-width, 1500px), calc(100vw - var(--sqs-site-gutter, 4vw) * 2 - var(--inset-padding) )); grid-template-rows: repeat(6,minmax(calc(var(--container-width) * var(--row-height-scaling-factor)), auto)); grid-template-columns: minmax(var(--grid-gutter), 1fr) repeat(24, minmax(0, var(--cell-max-width))) minmax(var(--grid-gutter), 1fr); } } .fe-block-d7d94367fafe0eaf62a8 { grid-area: 2/2/12/10; z-index: 0; @media (max-width: 767px) { } } .fe-block-d7d94367fafe0eaf62a8 .sqs-block { justify-content: flex-start; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-d7d94367fafe0eaf62a8 { grid-area: 1/2/7/16; z-index: 0; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block { justify-content: flex-start; } .fe-block-d7d94367fafe0eaf62a8 .sqs-block-alignment-wrapper { align-items: flex-start; } } .fe-block-80cddb921898fa46c825 { grid-area: 12/2/18/10; z-index: 1; @media (max-width: 767px) { } } .fe-block-80cddb921898fa46c825 .sqs-block { justify-content: flex-start; } .fe-block-80cddb921898fa46c825 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-80cddb921898fa46c825 { grid-area: 1/20/4/26; z-index: 1; } .fe-block-80cddb921898fa46c825 .sqs-block { justify-content: flex-start; } .fe-block-80cddb921898fa46c825 .sqs-block-alignment-wrapper { align-items: flex-start; } } .fe-block-yui_3_17_2_1_1747757683634_3270 { grid-area: 18/2/20/10; z-index: 2; @media (max-width: 767px) { } } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block { justify-content: flex-start; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block-alignment-wrapper { align-items: flex-start; } @media (min-width: 768px) { .fe-block-yui_3_17_2_1_1747757683634_3270 { grid-area: 4/20/5/24; z-index: 2; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block { justify-content: center; } .fe-block-yui_3_17_2_1_1747757683634_3270 .sqs-block-alignment-wrapper { align-items: center; } } </style><div class="fluid-engine fe-68228c5ac280b87b4026bbc8"><div class="fe-block fe-block-d7d94367fafe0eaf62a8"><div class="sqs-block newsletter-block sqs-block-newsletter" data-blend-mode="NORMAL" data-block-type="51" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" id="block-d7d94367fafe0eaf62a8"><div class="sqs-block-content"> <div class="newsletter-form-wrapper newsletter-form-wrapper--layoutFloat newsletter-form-wrapper--alignLeft " > <form class="newsletter-form" data-form-id="68228c5ac280b87b4026bbc6" autocomplete="on" method="POST" novalidate onsubmit="return (function (form) { Y.use('squarespace-form-submit', 'node', function usingFormSubmit(Y) { (new Y.Squarespace.FormSubmit(form)).submit({ formId: '68228c5ac280b87b4026bbc6', collectionId: '67a65b4ec46496632ef4a43c', objectName: 'd7d94367fafe0eaf62a8' }); }); return false; })(this);"> <header class="newsletter-form-header"> <h2 class="newsletter-form-header-title">Enhance and Expand Your Career!</h2> <div class="newsletter-form-header-description"><p data-rte-preserve-empty="true" style="white-space:pre-wrap;">Sign up for weekly emails from Lesa with job search and career management tips.</p></div> </header> <div class="newsletter-form-body"> <div class="newsletter-form-fields-wrapper form-fields" style="vertical-align: middle;"> <div id="email-yui_3_17_2_1_1561059871607_37975" class="newsletter-form-field-wrapper form-item field email required" style="vertical-align: bottom;"> <label class="newsletter-form-field-label title" for="email-yui_3_17_2_1_1561059871607_37975-field">Email Address</label> <input id="email-yui_3_17_2_1_1561059871607_37975-field" class="newsletter-form-field-element field-element" name="email" x-autocompletetype="email" autocomplete="email" type="email" spellcheck="false" placeholder="Email Address" /> </div> </div> <div data-animation-role="button" class="newsletter-form-button-wrapper submit-wrapper" style="vertical-align: middle;"> <button class=" newsletter-form-button sqs-system-button sqs-editable-button-layout sqs-editable-button-style sqs-editable-button-shape sqs-button-element--primary " type="submit" value="Sign Up" > <span class="newsletter-form-spinner sqs-spin light large"></span> <span class="newsletter-form-button-label">Sign Up</span> <span class="newsletter-form-button-icon"></span> </button> </div> <div class="captcha-container sqs-form-rendered align-left " data-theme="light" ></div> </div> <div class="newsletter-form-footnote"></div> <div class="hidden form-submission-text"><p data-rte-preserve-empty="true" style="white-space:pre-wrap;">Thank you! Keep an eye on your email inbox for Lesa’s weekly email.</p></div> <div class="hidden form-submission-html" data-submission-html=""></div> </form> </div> </div></div></div><div class="fe-block fe-block-80cddb921898fa46c825"><div class="sqs-block html-block sqs-block-html" data-blend-mode="NORMAL" data-block-type="2" data-border-radii="{"topLeft":{"unit":"px","value":0.0},"topRight":{"unit":"px","value":0.0},"bottomLeft":{"unit":"px","value":0.0},"bottomRight":{"unit":"px","value":0.0}}" data-sqsp-block="text" id="block-80cddb921898fa46c825"><div class="sqs-block-content"> <div class="sqs-html-content" data-sqsp-text-block-content> <h4 style="white-space:pre-wrap;">The Exclusive Career</h4><p class="" style="white-space:pre-wrap;">© 2005-2025 The Exclusive Career and Lesa Edwards - All Rights Reserved</p> </div> </div></div></div><div class="fe-block fe-block-yui_3_17_2_1_1747757683634_3270"><div class="sqs-block socialaccountlinks-v2-block sqs-block-socialaccountlinks-v2" data-block-type="54" id="block-yui_3_17_2_1_1747757683634_3270"><div class="sqs-block-content"> <div class="sqs-svg-icon--outer social-icon-alignment-center social-icons-color- social-icons-size-small social-icons-shape-rounded social-icons-style-solid" > <style> #block-yui_3_17_2_1_1747757683634_3270 .social-icons-style-border .sqs-svg-icon--wrapper { box-shadow: 0 0 0 2px inset; border: none; } </style> <nav class="sqs-svg-icon--list"> <a href="https://www.linkedin.com/in/LesaCareerCoach/" target="_blank" class="sqs-svg-icon--wrapper linkedin-unauth" aria-label="LinkedIn"> <div> <svg class="sqs-svg-icon--social" viewBox="0 0 64 64"> <use class="sqs-use--icon" xlink:href="#linkedin-unauth-icon"></use> <use class="sqs-use--mask" xlink:href="#linkedin-unauth-mask"></use> </svg> </div> </a><a href="https://www.facebook.com/theexclusivecareer" target="_blank" class="sqs-svg-icon--wrapper facebook-unauth" aria-label="Facebook"> <div> <svg class="sqs-svg-icon--social" viewBox="0 0 64 64"> <use class="sqs-use--icon" xlink:href="#facebook-unauth-icon"></use> <use class="sqs-use--mask" xlink:href="#facebook-unauth-mask"></use> </svg> </div> </a> </nav> </div> </div></div></div></div></div> </div> </div> </section> </footer> </div> <script defer="true" src="https://static1.squarespace.com/static/vta/5c5a519771c10ba3470d8101/scripts/site-bundle.da8701939521becc89a0dc23603824c2.js" type="text/javascript"></script> <svg xmlns="http://www.w3.org/2000/svg" version="1.1" style="display:none" data-usage="social-icons-svg"><symbol id="linkedin-unauth-icon" viewBox="0 0 64 64"><path d="M20.4,44h5.4V26.6h-5.4V44z M23.1,18c-1.7,0-3.1,1.4-3.1,3.1c0,1.7,1.4,3.1,3.1,3.1 c1.7,0,3.1-1.4,3.1-3.1C26.2,19.4,24.8,18,23.1,18z M39.5,26.2c-2.6,0-4.4,1.4-5.1,2.8h-0.1v-2.4h-5.2V44h5.4v-8.6 c0-2.3,0.4-4.5,3.2-4.5c2.8,0,2.8,2.6,2.8,4.6V44H46v-9.5C46,29.8,45,26.2,39.5,26.2z"/></symbol><symbol id="linkedin-unauth-mask" viewBox="0 0 64 64"><path d="M0,0v64h64V0H0z M25.8,44h-5.4V26.6h5.4V44z M23.1,24.3c-1.7,0-3.1-1.4-3.1-3.1c0-1.7,1.4-3.1,3.1-3.1 c1.7,0,3.1,1.4,3.1,3.1C26.2,22.9,24.8,24.3,23.1,24.3z M46,44h-5.4v-8.4c0-2,0-4.6-2.8-4.6c-2.8,0-3.2,2.2-3.2,4.5V44h-5.4V26.6 h5.2V29h0.1c0.7-1.4,2.5-2.8,5.1-2.8c5.5,0,6.5,3.6,6.5,8.3V44z"/></symbol><symbol id="facebook-unauth-icon" viewBox="0 0 64 64"><path d="M34.1,47V33.3h4.6l0.7-5.3h-5.3v-3.4c0-1.5,0.4-2.6,2.6-2.6l2.8,0v-4.8c-0.5-0.1-2.2-0.2-4.1-0.2 c-4.1,0-6.9,2.5-6.9,7V28H24v5.3h4.6V47H34.1z"/></symbol><symbol id="facebook-unauth-mask" viewBox="0 0 64 64"><path d="M0,0v64h64V0H0z M39.6,22l-2.8,0c-2.2,0-2.6,1.1-2.6,2.6V28h5.3l-0.7,5.3h-4.6V47h-5.5V33.3H24V28h4.6V24 c0-4.6,2.8-7,6.9-7c2,0,3.6,0.1,4.1,0.2V22z"/></symbol></svg> </body> </html>
