Every company says its culture is great. The more useful question is what that culture actually looks like to someone who sees it from the outside AND the inside at the same time.
Stephanie Loewenstern is a US-based recruiter who has spent the last few months helping Airspeed hire go-to-market roles across the US and London. She’s new enough to see the place with fresh eyes, and she spends her days talking to the people who might join it. So we asked her what she sees.
It shows up before anyone is hired
The first thing Stephanie noticed wasn’t a value on a wall, it was a pattern in the people she was placing.
“The Airspeed culture is really special. The people I’ve placed recently have this passion and excitement for what Airspeed is doing, and they’re collaborative as a team.”
That match tends to come through early, often on a first screen. Skills matter, obviously, but what she’s listening for is whether a candidate’s energy lines up with the culture the team is building. When it does, you can usually tell within the first conversation.
Everyone works from the same information
Ask Stephanie what makes the culture tick and she lands on visibility. At the all hands, everybody gets access to the same information, whether they joined last week or founded the company. In Slack, people are engaged and collaborating at every level, not just inside their own team.
“Everybody having access to the same information creates a level of trust within the organization, and that attracts the right person.”
For anyone in sales, that’s worth more than it sounds. Knowing where the company stands, what leadership is prioritizing, and why, makes it much easier to do your job well and to trust the people around you.
People genuinely like working together
You can see it in the offsite photos, and you can see it in how people talk to each other day to day. Collaboration isn’t something that gets scheduled into a workshop here, it’s just how the team operates. That’s a big part of why the candidates who thrive are the ones who are genuinely excited to build something with other people, rather than just hit their own number in isolation.
The best candidates have done their homework
There’s a reliable tell for which sales candidates end up in the process. They’ve researched Airspeed properly, and they understand why a team would want it. Stephanie hears things like “I wish I had this tool when I was prospecting” or “I understand this space and I can see the impact it’s going to have on teams.”
That isn’t flattery, it’s a signal. If you can explain why Airspeed matters to a sales team, you’re halfway to explaining it to a prospect.
Hiring is a team effort
One interview can only tell you so much. As Stephanie puts it, a resume can say one thing, but it’s only when you talk to someone live that you start to understand who they really are and whether their track record holds up. That’s why the process involves meeting several people and working through different assessments, each one looking at a different part of the role.
By the time the team sits down to debrief, they’re looking at the whole person, not a single conversation. It’s more work for everyone, but it’s how you build a team that people actually want to work in.
If you’re preparing for a sales interview, Stephanie’s advice on how to get hired as an SDR or AE covers what she looks for, and the GTM skills that matter more as AI moves in covers what she hires for first.
Sound like your kind of place?
We’re hiring across go-to-market in the US and London. See our open roles
