Pick one or two values that are important for your company in order to win, and evaluate your candidate's attitude and track record relative to them.Facebook and Dropbox are two examples of companies that did this consistently. They managed to build a strong company culture that enabled them to grow fast.

Interview candidates based on your company's values

Dropbox evaluated culture fit for two values:1. Sweat the Details<ul><li>They looked for correctness and attention to the small details. Did the candidate go the extra mile or did they end up duct-taping something together?</li></ul>2. We, Not I<ul><li>They asked candidates about their proudest accomplishment, and looked to see if they were giving credit to their team. This was a good filter for whether someone thought of the world in a I-centric way vs a we/team-centric way.</li></ul>

Dropbox company values

Facebook evaluated culture fit for two values:1. Move Fast and Break Things <ul><li>They evaluated if candidates finished their coding questions in time. It mattered less if they had errors.</li><li>They looked for tradeoffs that candidates made to move faster. Did they make the right simplifying assumptions? Did they cut corners while still solving the problem?</li></ul>2. Focus on Impact<ul><li>They asked candidates about their proudest accomplishment, and looked to see if they drilled down on why that accomplishment was significant. Did it have downstream impact on users?</li></ul>

Facebook company values

The first and most important element of success is building a killer engineering team.

Dropbox company values

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