The Culture Alignment Assessment Is Your Guide to Driving Retention

No More Guesswork

The Culture Alignment Assessment, available exclusively from Workzinga, is a comprehensive, objective tool that serves job seekers and companies, allowing them to make well-informed decisions while minimizing personal biases.

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The Workinga Dashboard is your landing pad…your quick glance at everything going on. From here, you can jump to any area, whether you’re sending invitations to your candidates or reviewing the Culture Alignment Assessment results.

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Bring Science Into Talent Acquisition

Our assessment was created by a team of psychologists and psychometricians specifically for the workplace. Rigorously validated to ensure optimal reliability, the assessment is designed to generate authentic responses.

Use Culture Data In Your Hiring Decisions

Choosing the right candidate is always a challenging decision. Give your company the edge by incorporating data about cultural alignment, which ultimately benefits both company and candidate.

Culture Fit Data of a candidate


The Culture Alignment Assessment looks at 26 characteristics spread across three broad categories. We designed it to objectively determine the company’s and the candidate’s level of cultural alignment.

Company Ideals

Focuses on the company’s workplace values, as well as the environment or atmosphere.




Focuses on the type of leadership and motivation the manager employs with their current team.



Job Persona

Looks at the specific behavioral and personality characteristics that make someone in this position successful.



“Since using the Workzinga assessment, I have personally recommended it to several company leaders. It was easy for all parties involved to use, and it gave what continues to be accurate results. The Culture Alignment Assessment provided the missing piece in the hiring process!”

-Megan, Owner, The Consultancy

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89% of job applicants want to know more about a how a company’s culture compares to their preferences

How We Compare

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Frequently Asked Questions

Your question not listed below? Reach out to us on social or through our Contact form and someone from our Zinga Experience team will follow up with you within 24 hours!

How does Culture Alignment Pro Assessment differ from other pre-employment assessments?

There are three main differences between the Culture Alignment Assessment and other pre-employment assessments used today.

First, our Culture Alignment Assessment measures numerous characteristics, ranging from leadership style to motivational factors to workplace values. Our unique solution is far more holistic than other tools and provides a more comprehensive profile.

Second, most assessments are one-sided, meaning the company learns about the candidate, and the candidate gains nothing from the process. Our solution is a two-sided process where the candidate can learn just as much about the company as the company learns about the candidate. This approach democratizes information, empowering both sides to make better-informed decisions.

Lastly, our Culture Alignment Assessment produces a comparison report, showing the level of alignment between the company and candidate and critical descriptions of the types of characteristics we measure.

When would the Culture Alignment Lite Assessment be appropriate to use instead of Culture Alignment Assessment Pro?

Culture Alignment Pro is best used when hiring to fill a full or part-time positions, and you want to understand how well aligned the candidate is with the hiring manager and the job position, as well as your company culture.

Culture Alignment Lite is great when hiring seasonal employees, large scale hiring events or temporary employees where you want to understand their alignment with your culture primarily, however you’re not as focused on their alignment with their hiring manager or the job position.

Why does every job position have its own set of comparison assessments?
We are analyzing how your applicants align with a specific job. For our Culture Alignment Assessment to be as beneficial to you as possible, we need to compare the candidate to the leadership provided for that particular job and a profile of the ideal persona. By giving you the flexibility to have various leadership and job persona assessments for comparison, you receive a highly accurate and actionable review of the alignment between your applicant and the job.
What are the three sections to the Culture Alignment Assessment?

Each section of the Culture Alignment Assessment addresses different workplace characteristics.

First, we look at company ideals – the traits that make up your company values and atmosphere.

Second, we look at the hiring manager’s leadership style – this is the person who will lead the candidate you select.

Third, we look at the persona of the job itself – what are the specific characteristics that will make this role successful?

This comprehensive approach will allow for a far more accurate and valuable comparison. While other products may look at a small subset of traits, we take a holistic approach.

First, we look at company ideals – the traits that make up your company values and atmosphere.

Second, we look at the leadership style of the hiring manager – this is the person who will be leading the candidate you select.

Third, we look at the persona of the job itself – what are the specific characteristics that will make this role successful.

This comprehensive approach will allow for a far more accurate and useful comparison. While other products may look at a small subset of traits, we take a holistic approach.

Who within our company should take the comparison sections of the Culture Alignment Assessment?
In the Culture Alignment Assessment, through which your company provides critical information in the overall comparison, the individual sections of the assessment must be taken by the correct individual(s).

The Company Ideals focus on the traits that make up your company values and atmosphere; this should be taken by someone close to the everyday culture of the organization, which may not necessarily be a top executive. Choose someone who knows what the day-to-day environment is for your workforce.

Knowing the hiring manager’s leadership style is also crucial, so ask the person leading the candidate to complete this section.

The persona of the job will tell us valuable information about the specific characteristics that will make this role successful. The hiring manager may be a good person to complete this section; another option is to select a high performer already in this role or someone else close to the position who can speak to the traits needed for the job.

Does my company need to take the Company Ideals section more than once?
We recommend that your company takes the Company Ideals section of the Culture Alignment Assessment once every 12 months or sooner if your company experiences any significant changes, such as sudden growth or a change in leadership.
What if my company has multiple locations?
Your company’s culture will likely be very similar throughout a single location. However, it can vary significantly if your organization has multiple offices, sites, branches, or other locations. If you have multiple facilities, we suggest each location take the Company Ideals section to properly reflect its unique culture in the Culture Alignment Assessment. There is no additional fee for having multiple versions of the Company Ideals section for all of your locations, so feel free to be as granular and specific as you want to be…the more narrowly focused your comparison sections can be, the better and more helpful the results of your Culture Alignment Assessment will be.
Do all of my hiring managers have to take the Leadership assessment?
The alignment between a candidate’s preferred leadership style and a potential supervisor’s style is essential in determining culture alignment. Since leaders in a company have their own individual styles, we suggest that each hiring manager take the assessment to make sure your Culture Alignment Assessment shows the alignment as accurately as possible.
We use the Culture Alignment Pro version. What do my results mean?
The Culture Alignment Assessment provides a great deal of information about both the candidate and the company. There are also indicators about the level of alignment between the company and the candidate. Here is a summary of what you will see in the report:

In the header, you will see an overall alignment visual representation – this takes into account all the characteristics being measured. The Culture Alignment Report then breaks down into five categories:

Atmosphere describes the type of environment in which the candidate thrives and the type of environment the company offers. You will see a description of each and a visual showing the amount of alignment.

Hiring Manager details the leadership style a candidate prefers, as well as the style of the hiring manager. Here, you will see a description of each and a visual showing the amount of alignment.

Motivators are the sources of motivation the candidate responds best to and the motivating tools used by the company and hiring manager. Again, you will see a description of each and a visual showing the alignment.

Work Values show the values the candidate brings to the job, as well as the values of the company. Each are presented as word clusters.

Job Persona are the personality traits the candidate brings to a specific role and the characteristics necessary for the job the company is hiring for. These are shown on a horizontal scale, with a descriptor at each end and icons showing where the company and the candidate appear on the scale.

What is considered a good percentage on the results page?
That depends on your organization and what you are seeking. A higher percentage will mean a stronger alignment with your current culture. Typically, you’ll want to see a high number here if you want to hire for a good fit with your current culture.

However, suppose you see characteristics in the candidate’s results that you like and may want to shift your team or the company in a slightly different direction than where you are today. In that case, the report will show you what you’d be getting if you hire this person…maybe a lower alignment percentage is precisely what you want in that situation!

Additionally, each situation is different, and you may find yourself with a limited number of candidates or an exceptionally skilled candidate. Yet, the alignment percentage is lower than you hoped to find. In that case, you may make a pragmatic decision to accept the lower culture alignment to fill a specific position. Even if that is your situation, you will, at the very least, be going into the relationship with your eyes open; you know what to expect, where you are aligned, and what trouble spots you might have in the future.

How long does it take for the candidate to complete the assessment?
We recommend allowing 25 uninterrupted minutes for the assessment, although some job applicants have completed the assessment in much less time.
How long does it take for the company employees to to complete the baseline assessments?
They vary in length, with 10 minutes being the average time needed to complete each baseline assessment.
Can I have my current employees take the assessment?
Sure! Our Experience Team can work with you on a custom solution so your current teammates can complete the assessment.
What do you mean when you say the candidate is well-informed?
The Culture Alignment Assessment is a valuable tool for identifying the alignment between a company and a candidate. Not only does the company receive the report, but the candidate also receives a version. We want candidates to be more highly engaged and better equipped for the interview process, and the Culture Alignment Assessment plays a vital role in that effort. Candidates will now have a deeper understanding of the culture offered by the company and make better career decisions.
How does the Culture Alignment Assessment alleviate pain points for hiring managers?
The Culture Alignment Assessment allows you to determine how well-aligned your applicants are with your positions, leadership, and company atmosphere. With a stronger culture alignment, teammate engagement is improved. The results: a reduction in the cost of recruiting, improved longevity of your workforce, and increased creativity, productivity, and wellbeing in your teammates.