Every company dreams of building a team of rockstars who not only perform but actually live the brand’s values. Yet so many businesses miss the mark—not because they don’t care, but because they don’t know how to hire for alignment.
WD-40 does.
The company behind the iconic blue and yellow can has been operating for over 60 years with a laser focus on culture. On their careers page, they put it plainly:
“Please consider employment with WD-40 Company only if you feel as strongly about our values as we do.”
Then they drop one killer question next to the big red Apply Now button:
“Do our company’s values resonate with you?”
That one line filters for fit in the most powerful way possible—and it’s why WD-40’s team engagement and culture scores are off the charts.
The beauty of WD-40’s approach is its clarity. They’re not just hiring for skills—they’re hiring for people who want to belong. And belonging starts with values.
When someone reads “Do our company’s values resonate with you?” they’re forced to pause. It’s not transactional—it’s emotional. It challenges applicants to reflect. That kind of pause doesn’t just build a team—it builds a tribe.
And WD-40 backs it all up with a values-rich careers page, complete with a video from former CEO Garry Ridge explaining the company’s culture:
“A team is something you play on to win… a tribe is enduring.”
It’s that sense of purpose, belonging, and intentionality that powers WD-40’s hiring magic—and why over 92% of their team says they feel personal accomplishment and are excited about the future.
This isn’t a hiring tactic. It’s a values-driven movement. And any brand serious about protecting its culture should take notes.
WD-40 doesn’t just say they care about values. They show it—in operations, hiring, leadership, and communication. And they do it from the inside out.
Too often, companies define a great set of values, post them on a wall, and forget to live them. That’s not how WD-40 operates. Their values come from the top and ripple through every layer of the business.
That clarity attracts aligned talent and repels the wrong fit, all before the first interview.
So if you’re serious about building a culture that lasts, here’s what to do:
Make your values visible.
Build your hiring process around them.
Ask the hard, human questions early—like WD-40 does.
Because when you lead with values, you don’t just hire better—you build a brand tribe people want to join.
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