Build a Feedback Driven Culture with Smart, Impact Recruiting Hires

No one likes to hear tough truths. But in business, you need people who will tell you when something is off, even when it is uncomfortable.

Whether it is a flawed product, an overlooked customer issue, or a gap in your internal process, getting that early signal can save time, money, and reputation. Companies that succeed, especially in Payments & FinTech, rely on teams that are willing to speak up and leaders who are willing to listen.

That kind of culture does not happen by accident.

The Role of Impact Recruiting in Building These Teams

Employees who are not afraid to call out issues often become the company’s internal early-warning system. But the value does not come from complaints. It comes from people who are solution-minded and willing to raise a flag when they see something wrong.

That starts with how you hire.

People who are direct, observant, and have a strong sense of ownership are the ones most likely to spot problems early. But spotting a problem is not enough. They also need the confidence and communication skills to bring it up—and to do it in a way that will be heard.

Hiring this kind of person is not always easy. Most people are wired to avoid conflict. It takes someone mature and thoughtful to say something that might make the room uncomfortable.

Leaders Set the Tone

Even the most thoughtful feedback goes nowhere if leadership dismisses it.

Teams will stop speaking up if they feel ignored. Gallup has found that less than a third of employees

believe their opinions count. That means most people are staying quiet, even when they see something that could help the business.

Leaders need to show that feedback matters. That includes:

• Inviting input, not just tolerating it

• Listening without defensiveness

• Acting on the input when possible

• Following up with transparency

When employees see their feedback is valued, they become more invested. And that leads to better engagement, faster problem-solving, and smarter decisions.

Three Skills That Make a Difference

Hiring for feedback culture means looking beyond job titles. It means finding people with these three core skills:

1. Awareness People who pay attention to details, spot inconsistencies, and notice where things are slipping are valuable. They are not trying to criticize, they are trying to help the team succeed.

2. Communication Feedback needs to be delivered with care. The best employees do not shame or blame. They point out the issue and offer a way forward. That kind of communication builds trust and keeps the focus on solutions.

3. Receptiveness This one is for leadership. If your instinct is to defend or brush off tough feedback, the conversation ends before it starts. Leaders who listen well set the tone for the entire organization.

Build the Culture, Celebrate the Behavior

Creating a workplace where feedback flows freely takes intention. It also takes consistency. Read how McKinsey connects culture, leadership, and communication.

One of the fastest ways to reinforce a feedback-friendly culture is to acknowledge it when it happens. Call it out. Thank the employee. Show that speaking up is not risky, it is respected.

The goal is not to criticize. It is to catch small issues before they become big ones. And that only happens when people feel safe to be honest.

Looking for People Who Speak Up?

At Dexterous, we specialize in finding people who speak up and speak well. Our Impact Recruiting approach means we look for more than just resumes. We find the candidates who will ask smart questions, spot gaps, and help your team get better.

If you are looking for someone who will tell you when there is “something in your teeth,” we know where to find them.