People people — if your culture is struggling, it’s your job to tell your founders that you’re unwilling to market it until things improve.
Yes, the culture is on them.
But putting lipstick on a bad culture and promoting it as if it’s not? That’s on you.
You are 100% responsible for the stories you tell.
Don’t be the charlatan who pushes something they don’t believe in just to look good for the execs.
You can’t employer brand your way out of a broken culture.
If you try, the truth will eventually be exposed.
Step 1 - Intentional culture design built on the foundation of agreed-upon values and a larger Why
Step 2 - Market your culture to your employees and candidates
In that order. There are no shortcuts here.