Company Culture and Core Values Statement Builder
Craft an authentic company culture document and core values statement that reflects your organization's identity, guides hiring decisions, and aligns team behavior with your mission.
Prompt Template
Help me build a comprehensive company culture and core values document for my organization. **Company name:** [name] **Industry:** [industry] **Company size:** [number of employees] **Stage:** [startup / growth / mature] **Mission statement (if exists):** [mission] **What makes your team unique:** [key traits, rituals, or behaviors you want to preserve] **What behaviors do you want to encourage:** [e.g., experimentation, transparency, customer obsession] **What behaviors do you want to discourage:** [e.g., siloing, blame culture, over-engineering] **Role models or companies you admire culturally:** [examples] **Target audience for this document:** [internal team, recruiting, public careers page] Please create: 1. **3-5 core values** — each with a memorable name, a one-line definition, and 2-3 concrete behavioral examples ("what this looks like in practice") 2. **Culture narrative** (300-400 words) — written in first-person plural ("we") that tells the story of who you are 3. **Anti-values** — 2-3 things you explicitly do NOT value (to add clarity and edge) 4. **Interview screening questions** — 1-2 behavioral questions per core value to assess cultural fit 5. **Values-in-action checklist** — how to use these values in performance reviews, promotions, and conflict resolution
Example Output
🏢 Culture & Core Values — Nimbus Analytics
Our Core Values
**1. Ship It, Learn It** 🚀
*Move fast, learn faster. Perfect is the enemy of progress.*
- We launch MVPs and iterate based on real user data, not committee opinions
- We celebrate thoughtful experiments that fail — and share what we learned
- We set 2-week sprint goals and demo every Friday, no exceptions
**2. Radical Clarity** 🔍
*Say what you mean. Write it down. Make it findable.*
- Every decision has a written rationale in our decision log
- We default to public channels over DMs — context is a team asset
- Feedback is specific, timely, and kind — never vague or delayed
**3. Customer Gravity** 🎯
*Every feature, email, and meeting should pull us closer to the customer's problem.*
- Engineers join customer calls at least once per quarter
- We start PRDs with the customer pain point, not the solution
- We measure success by outcomes (retention, NPS), not output (features shipped)
**4. Own Your Zone** 💪
*You don't need permission. You need good judgment.*
- Team leads have full budget authority within their quarterly allocation
- Anyone can propose a process change — and is expected to drive it
- We hire adults and treat them like adults
Anti-Values (What We Don't Do)
- ❌ **Consensus theater** — we don't require everyone to agree, we require everyone to commit
- ❌ **Hero culture** — if you're the only person who can do something, that's a risk, not a badge
- ❌ **Performative urgency** — not everything is a fire; we protect focus time fiercely
Interview Questions
| Value | Question |
|-------|----------|
| Ship It, Learn It | Tell me about a time you launched something before it felt ready. What happened? |
| Radical Clarity | Describe a situation where miscommunication caused a problem. How did you fix the process? |
| Customer Gravity | Walk me through how you've incorporated direct customer feedback into a product decision. |
| Own Your Zone | Give an example of a time you made a significant decision without asking your manager first. |
Tips for Best Results
- 💡Limit yourself to 3-5 values — more than that and nobody remembers them
- 💡Anti-values are powerful differentiators; they show what you sacrifice to live your values
- 💡Test your values by asking: would someone ever reasonably disagree? If not, it's too generic
- 💡Revisit and pressure-test values annually — culture evolves as teams grow
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