Most hiring managers agree that “culture fit” is crucial, but they struggle to define it beyond just looking for someone friendly. In high-growth environments, a genuine culture fit is defined by tangible behaviours and traits that drive success and collaboration.
A powerful framework for ensuring cultural alignment comes from organisational health expert Patrick Lencioni and his book, The Ideal Team Player. Lencioni proposes that the three core characteristics necessary for scaling teams are Hungry, Humble, and Smart.
1. You’re Probably Thinking: What is “Culture Fit,” Really?
“Culture fit” is often misunderstood as hiring people you’d enjoy having a pint with. In reality, culture fit means hiring someone whose core values, attitudes, and behaviours align with your company’s mission, values, and working style.
- The Misstep: Hiring based purely on similar interests (e.g., both love football). This leads to monocultures and a lack of diverse thought.
- The Goal: Hiring based on shared values (e.g., integrity, transparency, drive) and complementary strengths that enhance the team’s ability to achieve results.
2. You’re Probably Thinking: Why Use Lencioni’s “Hungry, Humble, and Smart?”
These three traits form a balanced foundation for success in a dynamic organisation, ensuring an individual is both highly capable and a supportive teammate. The framework prevents the hiring of “skilled jerks” (Smart but not Humble) or “well-meaning underperformers” (Humble but not Hungry).
🧠 Smart (But not just academically)
Smart refers to emotional intelligence (EQ), critical thinking, and common sense, not just technical ability (IQ). This person understands how their actions affect others and can quickly grasp complex situations and pivot when necessary.
- Assessment: Ask situational questions that test judgement and quick adaptation.
- “Describe a time you had to deliver bad news to a stakeholder. How did you handle their immediate reaction?”
🦁 Hungry (The drive to achieve)
Hungry means having a strong, internal desire to contribute, go the extra mile, and strive for excellence. This isn’t just ambition; it’s a restlessness with the status quo and a proactive drive to solve problems.
- Assessment: Look for evidence of self-motivation and ownership beyond the job description.
- “Tell me about a project where you delivered far beyond what was asked of you. What drove that effort?”
🐢 Humble (Team first, ego second)
Humble is the willingness to learn, admit mistakes, and elevate the team above personal ego. A humble person seeks feedback, gives credit where it’s due, and understands their weaknesses. This trait is essential for collaborative environments.
- Assessment: Test their response to failure and their view of others’ success.
- “Describe your biggest professional failure. What specific steps did you take to own that mistake and learn from it?”
3. You’re Probably Thinking: How Do I Assess These Traits Reliably?
You can’t rely on generic interview questions. Assessing Hungry, Humble, and Smart requires targeted behavioural questions using the STAR method (Situation, Task, Action, Result).
| Trait to Assess | Focus Area | Example Interview Question |
| Humble | Handling Criticism | “Tell me about a time you received constructive criticism that you initially disagreed with. How did you react, and what did you ultimately change?” |
| Hungry | Overcoming Obstacles | “Describe a resource-limited project where you faced a significant roadblock. What creative solutions did you personally develop to push it forward?” |
| Smart | Managing Ambiguity | “You are assigned a task with very few specific instructions. How do you start, and what steps do you take to clarify the objective without overwhelming your manager?” |
| Overall Fit | Values Alignment | “What are the three most important things you need in a working environment to feel motivated and successful?” |
4. You’re Probably Thinking: Will This Limit My Talent Pool?
No. Hiring for culture adds, not just culture fit, actually broadens your talent pool by focusing on universally positive human attributes rather than specific backgrounds.
When you prioritise Lencioni’s framework, you are seeking people who:
- Are driven to learn (Humble and Hungry).
- Can think critically (Smart).
- Will collaborate effectively (Humble).
By focusing on these core traits, you ensure that every hire contributes positively to the team dynamic, accelerating your growth far more effectively than hiring solely for a polished CV.
Conclusion: The Ideal Team Player is Your Competitive Edge
The most significant competitive advantage a growing business has is its people. Moving beyond purely technical screening to assess for the foundational traits of Hungry, Humble, and Smart is not merely a soft skills exercise, it’s a strategic imperative. When you commit to Lencioni’s framework, you dramatically reduce the risk of hiring individuals who are either brilliant but disruptive, or loyal but lacking drive. You create a culture where high performance and genuine teamwork are the norm, setting the ultimate foundation for sustainable success.
