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Culture measurement · an 8-minute chat

Measure culture before it costs you.

Culture fit and culture gap on seven domains. The tool informs, a person decides.

Start free · first 10 measurements on us See the method
Developed with Sapience Vrije Universiteit Brussel
Fourteen people from different professions, from pilot to chef, side by side
The problem

Culture is decided on gut feeling.

Everyone agrees culture matters.
Almost nobody measures it before a decision.

The signal comes too late

Cultural mismatch shows up late. After the merger. After the hire. After the reorganisation. By then the cost is already made.

Surveys measure satisfaction, not culture

An engagement score tells you how people feel. It does not tell you how the organisation leads, decides, communicates and handles risk.

Two cultures, no common scale

A buyer and the company it acquires. A head office and its branches. A candidate and the team. Everyone feels the difference. Nobody can say where it sits, or how large it is. Without one scale, that stays an opinion.

The solution

One scale.
Seven domains.
Two poles each.

CFILytics® measures it first, on seven domains. It shows the culture fit, and the culture gap with the culture you want, so you can act on it: in leadership, in teams, and in hiring.

The 7 culture domains: Leadership, Communication, Collaboration, Innovation, Engagement, Work balance, Inclusion and SustainabilityLeadershipCommunicationCollaborationInnovationEngagementWork balanceInclusion &SustainabilityThe 7culturedomains

Every domain is a scale between two ways of working. What matters is the distance between two profiles.

Leadership

Autonomy ↔ Control

How much steering is wanted?

Communication

Direct ↔ Diplomatic

How honest may feedback be?

Collaboration

Individual ↔ Collective

Who gets the credit?

Innovation

Risk ↔ Stability

How do we handle change and risk?

Engagement

Intrinsic ↔ Extrinsic

Why do we get out of bed?

Work balance

Integration ↔ Segmentation

Where does work stop?

Inclusion & Sustain­ability

Pragmatic ↔ Values-driven

Are our values leading, or marketing?

No pole is better

A mismatch is a risk signal. It is never a verdict.

How we calculate

Culture fit and culture gap

See the gap. Then hire for it.

Culture fit tells you who resembles the team. The culture gap tells you what the team is missing.

  1. Find the domain with the largest gap

    Compare today's culture with the culture management wants. The report ranks the seven domains by distance.

  2. Weight that domain in the candidate benchmark

    Give it more weight in the comparison. All statements and all domains stay in.

  3. Look for people who bring what is missing

    Candidates are ranked by distance to the desired profile, not to the team as it is. Ask targeted interview questions on that domain. So you hire towards the culture you want, without cloning the team you have.

A candidate's result is input for the conversation. Never a reason to reject.

Who answers

One statement. Three perspectives.

Each statement is worded three ways. So you always compare like with like.

Candidates

“My ideal organisation…”

What a candidate is looking for in a workplace.

Compared with the team the candidate would join. Every candidate receives a personal insight report in return.

Employees

“My organisation…”

The culture as it is today. Per team, department and location.

You choose per campaign: anonymous or by name. Anonymous group results appear from 5 respondents.

Management

“My organisation in the future…”

The culture management wants to build.

The reference point for every gap in the organisation.

In the app

What you see after a measurement.

Real reports from the application, filled with demo data from a fictional company.

CFILytics report: current culture versus desired culture, per domain

Where you are. Where you want to go.

The dot shows today's culture. The diamond shows management's average for the desired culture.

The shaded band shows how far individual managers are apart. A wide band means management does not yet agree with itself.

The proof

Method, not magic.

CFILytics® measures the deepest layer of Edgar Schein's culture model: the basic underlying assumptions. The things people take for granted, and rarely say out loud.

Developed with Sapience, a spin-off of the Vrije Universiteit Brussel (VUB). The model is described in the book De Architectuur van Bedrijfscultuur (Pelgrims & Desmet, 2026).

Sapience Vrije Universiteit Brussel

Read about the method  ·  About the book

  • Deterministic scoring. The same answers always give the same result. No black box.
  • Distance, not labels. Profiles are compared with Euclidean distance over all statements. You can give a domain more weight; nothing is left out.
  • Anonymous when you want it. You choose per campaign whether employees answer anonymously or by name. Anonymous group results appear from 5 respondents.
  • No automated decisions. The tool informs. A person decides.
  • GDPR and EU AI Act. Candidate data is kept for 365 days.
Who it's for

Built for people who advise and decide.

M&A

Before the deal

Cultural due diligence. Compare two organisations on the same seven domains before integration starts.

Mergers & acquisitions Organisations

Today versus tomorrow

Compare today's culture with the culture management wants. See where teams, departments and locations differ.

Organisations Consultants

A measurement, not an impression

Run campaigns for your clients. Discuss the report together and follow up with a second measurement.

Consultants
Hiring Onboarding Team alignment Mergers & acquisitions Culture change Follow-up over time

Recruiters and HR teams use it to compare a candidate with the team they would join. As input for the conversation, never as a reason to reject.

How it works

Three steps.

  1. Invite

    Create a campaign for candidates, employees or management. Each person receives a link.

  2. Answer

    An 8-minute chat with statements, answered on a 7-point scale.

  3. Compare

    The app calculates the distance between two profiles. You see matches, gaps and a prioritised action plan.

Compare any two profiles Candidate and team. Team and team. Department and department. Location and location. Today's culture and the culture management wants.
Questions

Before you start.

Is this a personality test?
No. It measures how people see an organisation, or the organisation they want.
Is it validated?
CFILytics® is scientifically grounded in Schein's model and was developed with Sapience, a VUB spin-off. Research into its validity is ongoing. We will publish the results once they are available.
Can someone be rejected based on the result?
No. A mismatch is a risk signal. It is a reason to ask better questions, never a reason to reject.
Are employee answers anonymous?
That is your choice, per campaign. In an anonymous campaign, individual answers are never shown and a team, department or location only gets a result from 5 respondents. In a named campaign, you see who answered what.
Is it fair to candidates?
Everyone gets the same 8-minute chat with the same statements. The calculation is the same for everyone and never changes. There is no personality profiling. Each candidate receives their own insight report, and the result is never a reason to reject.
Does it use AI?
Not for the scoring. That is a fixed calculation. In the action plan, you can ask for help with the wording of a suggestion. It stays a starting point. Management decides.
What does it cost?
Every company gets 10 free measurements. One measurement is one completed questionnaire. After that, recruitment is priced per candidate and culture campaigns per campaign. See pricing.
How long does it take to answer?
About eight minutes per person.

Start with your own team.

Your first 10 measurements are free. Run a pilot with one team, this month.

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