Translate culture into “how work gets done,” then link it to role outcomes and who thrives—plus proof.

Start with observable behaviors, not values words. Ask: How do decisions get made? What gets rewarded? What’s hard here? What does “good” look like? Then convert those truths into candidate-relevant statements tied to outcomes: “You’ll own X end-to-end,” “We ship weekly,” “High autonomy + high accountability,” etc. Next, define the fit signal: who thrives and who won’t. Finally, add proof: examples of projects, metrics, artifacts, leadership behaviors, and employee stories with context. Culture becomes non-fluffy when it helps candidates predict success in the role—and helps you attract the right people faster.