What are the profiles of the Get on Board 'Cultural Fit' test?

Cultural Fit Test by Get on Board

Our Cultural Fit test is framed in two important theories: Quinn's Competing Values Framework and Schein's organizational culture theory.

This test has been designed to portray the work culture preferences of the person who takes it, however, it does not represent in itself an arbitrary result to exclude applicants from a process, we suggest validating the results with an interview and using the graph as a reference to investigate the gaps or doubts that may arise from it.

A discrepant culture between a profile and an organization is not a reason for exclusion in itself: different types of work culture in the same team can be strategically managed according to the needs of the organization.

This test has been taken by more than 60,000 people since its release and has been validated both in content and in the quality of its items.

You can see the work culture profile of professionals who have taken our Cultural Fit test and decided to share their results. You will find this information within their cards in your process dashboard and Talent Database.

See applicants' English level and Cultural Fit profile within their cards

Here are the 5 types of cultural profile:


The Commander work culture is characterized by being formal, hierarchical and with an efficiency-oriented structure.

People with a Commander profile look for workspaces where procedures and instructions to carry out their tasks are clear. They like to work with bosses who coordinate activities and where hierarchies exist, to know who to turn to when the situation calls for it. They are driven by being part of something big and powerful.

Those who are Commanders have more affinity with the predictable, and doing things right will be synonymous with following the rules of the organization. Their definition of success means achieving stability and job security; it is better to have a secure job than to take risks in projects with an uncertain future.

Commander organizations like efficiency and envision their operation as a "well-oiled machine" that produces consistent results. Being respectful to the organization's tradition and the "way" things are said and done is highly valued as a way of preserving success and the "recipes" refined over the years.

If your Commander level is high, you will like working in established companies or big corporations with a vertical structure and a high reputation.


The 'Hustler' work culture is characterized by being productive, market-oriented and highly competitive.

Hustlers are highly pragmatic and prefer workplaces focused on production, goal achievement and competitiveness. They also seek to work in a company that is an industry leader or is on its way of becoming one.

Hustlers enjoy beating their own marks to achieve goals and understand success as overcoming challenges and beat obstacles. They are driven by opportunity and by the conviction that there's always more to gain.

At Hustler organizations, results and numbers reign supreme over theories and ideas. They are "outwards-looking" organizations — their priority is the interaction with customers, suppliers and other stakeholders, continuously looking for ways of improving their position in the market.

If your Hustler level is high, you probably like the idea of working at challenging, high-performance companies, where business results are rewarded.

Team player
Team Player

A Team player work culture resembles a family or a clan: close and based on trust and loyalty.

Team players believe in the power of collaboration and like to create work environments where everyone feels welcomed and included. They thrive when work is structured around teams rather than individual roles and feel at home in horizontal organizations.

In general, they prefer to work in spaces where the company communicates openly about events and involves the members in the decisions.

Team player organizations see their customers and suppliers as partners and see benefit in alliances and joint ventures. They also assume as part of their mission doing good in the world and creating a great work environment, that draws out the best of their members by empowering them.

These organizations adapt to uncertain and changing situations by recurring to shared values and culture as a guide and a compass.

If your Team player level is high, you will enjoy working in companies that default to transparency, where the exchange of ideas and collaborative work flows, where victories and defeats are faced as a group and not being confined to competitive roles.


The 'Venturer' work culture is characterized by facing a changing environment with agility and prioritizes innovation as a response to the uncertain.

Venturers thrive in chaos and don't feel intimidated by lack of structure. They'd much rather work at workplaces that are dynamic, highly tolerant to error and failure, where risk-taking and exploration are rewarded. They prefer to ask for forgiveness rather than for permission and see learning opportunities in everything.

They take pride in being able to quickly respond and adapt to the unknown and "discover treasures" (insights, opportunities) along the way. Technology is seen as a way of accelerating and amplifying changes.

Venturer organizations tend to be young and are rich in energy and adrenaline. Unconventional career choices are rewarded. They won't hesitate in changing radically course, scale or contract rapidly if needed. The work culture is ruthlessly honest; nothing can stand in the way of looking for the truth.

If your level of Venturer is high, you will lean towards companies where you can learn and apply new technologies, where innovation and pioneering in the industry is a priority.


People with an Adapter profile have a high level of work maturity and feel comfortable in different work spaces. They show a wide openness and willingness to absorb their cultures. 

This predisposition to learn from different work spaces means that people with an Adapter profile can recycle experiences learnt from a wide variety of organizations.

If you have a high Adapter level, you probably feel at ease in different kinds and lifecycle stages of organizations and the predominant cultural traits won't be a problem for you.

You are probably enthusiastic about looking for ways to enrich or complement the organization you are currently working in, with learnings gained in other organizations.

For the same reason, there is not necessarily an "ideal" type of organization for you; you will be able to adapt to various styles and cultures, depending on your professional and life stage. We recommend that you choose companies whose mission and approach to success reflect your values and priorities, i.e. projects that motivate and excite you.

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