A majority of job seekers now value company culture as much as — or more than — job title, according to new research, with experts warning employers that a failure to nurture the right working environment could drive away talent and damage wellbeing.
The nationwide survey, carried out by job platform RateMyPlacement and involving 2,000 UK adults, found that 40% of people place greater importance on company culture than job title when selecting a role, while 44% view the two as equally important. Only 16% put job title at the top of their list.
Career expert and RateMyPlacement co-founder Oliver Sidwell said the findings reinforced a growing trend. “A prestigious job title can feel like a win, but if it comes at the cost of a toxic environment or misaligned values, it won’t be sustainable. Company culture impacts day-to-day satisfaction and long-term growth.”
Generational Shifts in Job Priorities
Older workers appear more attuned to the benefits of a supportive workplace, with 48% of those aged 45–54 prioritising culture over title, compared to just 31% of 18–34-year-olds. By contrast, nearly a quarter (24%) of 18–24s say job title is more important, suggesting that career prestige and ambition remain key drivers early on.
Observers say this generational divide presents both a challenge and an opportunity for employers aiming to retain multigenerational teams. The emphasis on culture echoes a broader trend: growing awareness of how workplace dynamics affect mental health, retention and productivity.
Toxic workplaces have been linked with burnout, presenteeism and high turnover. In contrast, positive cultures can boost employee engagement, psychological safety and overall wellbeing.
A 2023 CIPD report found that poor workplace culture was a key factor in stress-related absence, while professional services firm Deloitte has estimated that poor mental health costs UK employers up to £51 billion annually.
Practical Steps for Employers
To attract and retain talent in a values-led labour market, experts say employers should actively cultivate a healthy workplace culture, and make it visible during the recruitment process. They recommend the following:
- Embed Wellbeing in Job Design
Rather than focus solely on tasks and titles, consider how each role supports autonomy, growth and balance. Ensure expectations are realistic and aligned with mental health best practice. - Showcase Values in Recruitment Materials
Highlight your organisation’s approach to wellbeing, inclusion, development and flexibility in job ads, careers pages and interview conversations. - Be Transparent About Culture
Offer opportunities for candidates to speak with team members, tour the workplace or access anonymised employee feedback. This builds trust and ensures alignment on both sides. - Train Line Managers on Culture and Inclusion
Frontline leaders have an outsized impact on how culture is experienced. Provide them with the tools to lead with empathy, fairness and psychological safety. - Actively Monitor and Adapt Culture
Gather regular feedback through engagement surveys and exit interviews. Use this data to spot patterns, address issues, and refine practices.
Helping Candidates Make the Right Choice
For job seekers, Sidwell recommends digging deeper than surface-level perks. “Ask about team dynamics, management style and how the company supports development and work-life balance,” he said. “These are key indicators of whether you’ll feel supported and comfortable.”
He also advises researching platforms like Glassdoor, reading employee testimonials and paying attention to the language used in job descriptions.
Ultimately, culture affects not only whether someone accepts a job but how long they stay and how well they perform. As Sidwell put it: “In the long run, aligning with a company that shares your values will be more beneficial than chasing a fancy title.”
The survey was commissioned by RateMyPlacement and conducted by TLF Research on May 13, 2025. Responses from 2,000 UK adults were analysed by age and gender.