Cultural interviews are designed to answer questions that cannot normally be answered on a resume. “Will this person be able to succeed in our company?”
Unlike traditional interviews, which focus on technical skills and experience, cultural interviews take a closer look at a candidate’s way of working. Employers use these to not only understand: what Someone can do it, but how They may work within a team.
“Employers are looking to understand what your communication style is, how you collaborate, how you give and receive feedback, and how you act under pressure and ambiguity,” says career coach and former Google recruiter Sarah Goose.
As the workplace continues to evolve, these types of conversations have become more common as part of the hiring process, especially with the advent of AI. But what exactly are they and how do you prepare them?
Why cultural interviews are becoming more common
Cultural interviews are not new, but their role in recruitment has increased significantly.
“Now, in 2026, every interview you do is more of a cultural interview than ever before,” says Goose.
In the past, she explains, these interviews were often informal and subjective, sometimes referred to as the “beer test” or “airport test,” where employers asked themselves whether they enjoyed spending time with the candidate. They are now much more structured and tied to business outcomes.
Part of that change is determined by how candidates express themselves. As AI tools help polish resumes and prepare responses, it becomes harder for employers to differentiate based solely on experience.
“With AI in place, everyone’s resume will look very similar,” she says. “Your skills and experience will get you an interview, but you need a cultural interview to get a job offer.”
In other words, while candidates may appear equally qualified on paper, how they think, communicate, and make decisions is the deciding factor.
What hiring managers actually value
Cultural interviews are intended to help employers understand not only whether a candidate has the skills to do the job, but also how the candidate functions on a day-to-day basis.
“You have to look beyond technical skills,” says Jamie Jackson, who has been an HR professional for 21 years.
This often includes communication preferences, how someone handles conflict, and how they contribute within a team. Employers are also placing increasing emphasis on judgment and decision-making, especially in uncertain or high-pressure situations.
“What AI still struggles with is demonstrating human judgment and how it behaves under pressure, and that’s what cultural interviews measure,” Goose says.
Rather than looking for a single “right” person, companies are trying to understand how candidates will overcome real-world challenges and whether they will energize a team.
Frequently asked questions in cultural interviews
Many cultural interview questions begin with the familiar phrase, “Tell me about your time.”
- Can you tell me about a time when you were angry at a co-worker?
- Can you tell me about a time when you disagreed with a decision made by leadership?
- What kind of work environment do you perform best in?
These questions are intentionally open-ended. It is designed not to test whether you can adapt, but to reveal how you think and behave in real-life situations.
“It’s helpful to think of cultural interviews as behavioral interviews in disguise,” says Goose. “Whenever they say, ‘Tell me about your time,’ they’re evaluating whether you’re adding a cultural element.”
There are no “right” answers to these questions. “It’s more vague, asking about your past and how you handle situations, but also asking about what a healthy culture, healthy team dynamics, and even a healthy company looks like to you.”
How candidates should approach cultural interviews
Preparing for a cultural interview is a little different than studying for a technical interview. But it still requires some thought and research.
Let’s start with the basics. “Ask some questions on Google to make sure you’re aware of the ‘Can I tell you the time’ scenario,” says Jackson. Having some real-life examples, such as mistakes you learned or conflicts you resolved, will help you avoid being caught off guard.
From there, shift your focus from memorizing answers to understanding how you think and work. “Rather than trying to figure out the answer to every question, work backwards from what you’re assessing,” Guth says. That means clearly explaining how you approached the problem, why the decision was important, and what you learned from the experience.
That clarity also makes it easier to be genuine, and the interviewer will notice it right away. “It’s very obvious when people try to gloss over it in culture interviews,” says Goose. “If you answer questions with vague values, the company will quickly find out.” Base your answers on actual experience, not general statements.
At the same time, a cultural interview is not just about proving your suitability, it’s also an opportunity to evaluate the company. “It’s a mutual meeting to see if this works for both of us,” Jackson says. Candidates shouldn’t feel pressured to present themselves as a perfect match if the environment doesn’t match how they actually work. For example, if you’re having trouble in a fast-paced startup environment, it’s better to be honest than give the answer you think the interviewer wants.
That’s why it’s important to ask thoughtful questions. Jackson suggests taking a closer look at communication styles, expectations, and team dynamics to determine if the role is right for you.
Potential criticisms of cultural interviews
While cultural interviews can provide insight into a candidate’s work style and values, they are not without their drawbacks.
One of the biggest concerns is bias. Relying too much on “culture fit” can unintentionally give an advantage to candidates with whom you feel close rather than the most qualified candidate.
“Really, are you hiring someone just because they might be charismatic, or maybe they even attend your church? That’s where you can run into bias,” Jackson says.
That’s why she cautions against placing too much emphasis on these conversations alone. “They can help tell a broader story, but they shouldn’t be the only deciding factor,” she says.
Instead, in addition to technical interviews, Jackson suggests thinking in terms of “culture add” rather than “culture fit.”
The distinction is important. Rather than hiring someone because they fit in or are easy to get along with, employers should look for candidates who bring new perspectives, experience, or skills that will strengthen the team.
“These teams are the most successful because they have different levels of knowledge, experience, and backgrounds,” she says.
