NSW: Q&A How managers can assess a strata company’s ethical culture during the interview

This article discusses how strata managers can identify whether a strata management company genuinely upholds ethical and values-based practices during the hiring process.

Question: How can I tell if a strata management company genuinely upholds ethical and values-based practices during hiring?

I’m a strata manager in NSW looking to join a company that truly values ethics and professionalism. In the past, I’ve worked in businesses where rapid growth compromised fairness and accountability, and I want to avoid that happening again. What are some signs during the interview or induction process that indicate a strata company is ethical and genuinely practices values-based hiring, rather than just promoting it as part of their branding?

Answer: You want the interview to feel like a genuine, organic and free-flowing conversation.

In my experience, some simple steps will allow you to gauge which strata companies genuinely value ethical conduct and professionalism, and how deep this truly runs through the business.

1. Research the company thoroughly

Check out reviews from past or present employees and clients. Positive and negative comments may provide discussion points to dive into deeper with the prospective employer. Remember that reviews aren’t always accurate. Be logical about what you take on board.

Review the company website, socials, etc. Are their company values and mission statement clearly communicated? Companies that truly value ethics and professionalism often publicly celebrate them.

2. During the interview

• Firstly, listen for evidence rather than statements. Companies may say they “value integrity” or “do things the right way”, but the proof is how they apply those principles day-to-day within the business. During your interview, explore this by asking:
  
  • “I find it really appealing that your company lists’ ethical’ as one of your core values. That really resonates with me. Are you able to share an example of a time that your team made a difficult decision to put ethics before profit or growth?”
  • “How do you ensure that you offer “transparency” and “fairness” across your client portfolio? What does this look like in your day-to-day operations and the way you deal with your clients?”
• In values-based organisations, senior leaders, not just HR, are often hands-on in interviews. Senior leaders should want to meet candidates in person to assess cultural fit while showcasing the company’s values. The leadership team should live and breathe these values. The company values should serve as the guiding compass for all day-to-day decisions.
• If you only meet their internal recruitment team, it can suggest a more transactional approach to hiring.

A company that truly walks the talk will recall stories and real examples as answers to your questions. If they struggle, that’s a red flag.

3. Observe how you are treated from beginning to end

• Do they communicate clearly? Do they follow through when they say they will? Are they respectful of your time?
• Ethical behaviour starts with small actions. If you feel you’re being treated with respect, transparency, and courtesy throughout the interview and onboarding process by every team member you come into contact with, that’s often reflective of their culture internally, too.

4. Ask about their induction and training procedures

• Values-driven businesses invest time in how they onboard. They don’t just give you systems training. They talk about the “why” behind their processes, how they handle conflict, and how they support their team when dealing with challenging committees or clients. Ask:
  
  • “What does your induction process look like?”
  • “How do you reinforce your company values once someone starts?”
  • “What does continual professional development look like in your company from assistants through to senior management?” Ideally, this is a combination of internal and external training.
• If they mention mentoring, peer support/buddy systems, or leadership involvement in induction, those are the positive signs you want to hear in combination with a structured induction program from day one.

5. Trust your intuition

• Culture usually reveals itself in tone and energy! You’ll feel it in how people talk about the company. Are they genuinely proud or rehearsed? Do they speak with warmth about their colleagues, or just reference KPIs and client growth?

At the end of the day, you want the interview to feel like a genuine, organic and free-flowing conversation, not an interrogation! Be tactful in how you approach these questions. You don’t need to roll in with a clipboard and 20 hard-hitting prompts like an investigative journalist, but do go in prepared and curious. The right company will appreciate thoughtful questions, and it’ll put you in a great position to make a confident, well-informed decision about your next move.

Aaron Petrilli
Property Recruitment Partners
E: [email protected]
P: 02 8313 5591

This post appears in the December 2025 edition of The NSW Strata Magazine.

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