An Interview With Chad Silverstein
Define & align your mission with leadership: A strong culture starts at the top. Leaders must clearly define the company’s mission and values and ensure they align with their personal leadership philosophy.
Purpose has become the new currency of success in today’s workplace, and leaders who prioritize mission-driven cultures are standing out in the war for talent. To explore this important topic, we are interviewing Shradha Mittal of HiBoop.
With over 20 years of experience, Shradha has been a trusted partner to technology companies, helping drive growth and align people strategies with business objectives. In 2023, Shradha expanded her impact by joining mental healthtech company HiBoop as a Co-Founder, contributing to its mission of making mental health support more widely accessible.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I have spent 21 years building my career with a focus on people at the core. I began in talent acquisition, a role that sparked my curiosity about how businesses operate and what makes them thrive. Over time, this curiosity evolved into leadership roles in operations and advisory. Early on, I realized I love working with people and solving problems, which has continued to be a constant theme in my roles as a talent, people, and operations leader.
Before joining HiBoop as the Co-Founder and People & Operations Leader in 2023, I was at the software company Trulioo, where I helped contribute to their growth when they had just raised $400 million. Throughout my career, I have had the privilege of working with over 100 CEOs and developed a passion for setting up organizations for long-term success, creating strong foundations, and diving deep into business needs. What ultimately led me to HiBoop was the unique opportunity to build something impactful from scratch alongside my Co-Founder and CEO, Jason Morehouse. It is the perfect intersection of my skills and passions.
Can you share the most interesting story that happened to you since you began working in leadership, culture building, or purpose-driven organizations?
Working in purpose-driven organizations has taught me that every CEO and leader is unique. There is no one-size-fits-all approach to leadership development. I have witnessed firsthand how a one-size-fits-all approach, like generic leadership training sessions, fails to create real cultural change. True growth and a purpose-driven environment come from tailoring development to the individual, ensuring it aligns with both personal strengths and organizational goals to foster a true culture of leadership.
Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
One key trait that has contributed to my success is my ability to align people with broader business objectives. I prioritize helping my team understand how their work ties into the company’s goals, creating a sense of purpose and driving better results. Connecting individual goals to the bigger picture has been a powerful way to foster engagement and deliver outcomes.
Being an empathetic leader while staying focused on results has also been crucial. Balancing empathy with accountability has helped me build trust with my team while maintaining high performance, allowing me to cultivate a supportive, yet results-driven environment.
Another important trait is my commitment to self-awareness and growth as a leader. Early in my career, I struggled to define my leadership style, clearly communicate expectations, and take the time needed to learn how my team processed information. Over time, I have learned to become more transparent and intentional in my guidance, which has significantly improved collaboration and outcomes.
What does a “purpose-driven culture” mean to you personally, and why do you think it’s critical for attracting top talent?
To me, a purpose-driven culture means having a clear understanding of what an organization stands for, and ensuring that purpose drives every decision and action. That starts at the top with leadership. Leaders must set the tone by aligning their goals with the company’s mission. This creates a sense of belonging and ensures employees are engaged and connected to something bigger than themselves. When employees see how their work contributes to long-term success and an overarching impact, it fosters alignment and motivation.
This clarity is critical for attracting top talent because people want to work for organizations that cultivate meaning, inspire them, align with their values, and allow them to make a difference. A strong purpose-driven culture not only draws in the best talent but also keeps them engaged and committed to the company’s vision over time.
How did you identify and define the mission or purpose for your organization? Was it inspired by a particular event, challenge, or insight?
Jason and I evaluated HiBoop’s purpose by examining our 50 years of cumulative experiences — the good, the bad, and the challenging. We wanted to be intentional about creating a mission rooted in honesty and truth, both with each other and with the people we bring into the organization. It was important that the mission resonated with us first, aligning deeply with our values, before sharing it with others we involve in the journey.
What are the key steps leaders can take to embed purpose into the day-to-day operations and decision-making of their companies?
Leaders can start by clearly defining their organization’s mission and values, ensuring they resonate deeply with both leadership and employees. Integrate these values into daily practices, like hiring processes and recognition programs, to create alignment across the team. Purpose must also be modelled from the top; leaders should consistently connect decisions back to the mission, fostering transparency and trust.
For example, at HiBoop, we were intentional about ensuring our pilot customers aligned with our values, reinforcing our mission from the get-go. By prioritizing clarity, consistency, and intentionality, leaders can build a purpose-driven culture that effectively guides both operations and decision-making.
What role does leadership play in championing and modeling a purpose-driven culture? Can you share an example of how you or another leader helped reinforce your organization’s purpose?
Leadership plays a crucial role in championing a purpose-driven culture by setting the tone and ensuring that decisions align with the organization’s mission and values.
When building an organization, you typically sprint before you walk, and we have tried to remind ourselves of that throughout the process to eliminate any misalignments. For example, as we onboarded our pilot customers, we deliberately limited the spots to five and chose customers who deeply resonated with our mission. This process required us to maintain clarity about who we are, where we are at, and whether our values aligned with those we partnered with. Jason’s leadership ensured that we applied this filter consistently, helping us stay true to our purpose throughout the journey.
How do you handle skepticism or resistance from team members or stakeholders who may not immediately understand the value of focusing on purpose?
Since we have been so intentional about who has been brought on the team from early on, it has helped minimize skepticism. While we have not faced outright resistance, there have been instances where a team member’s way of operating did not fully resonate with our purpose-driven approach. As a mental health organization, we prioritize being attentive to these situations. It is important that we address the stigma around wellness days and be open to what this could entail. As a mental health company, we recognize that even something like not getting a proper night’s sleep can severely impact mental health and performance, and we stand by this in our workplace culture. By fostering open communication and aligning our values, we ensure everyone understands the importance of our mission.
Based on your experience, can you share “5 Steps to Build a Purpose-Driven Culture That Attracts Top Talent”? If possible, please include examples or stories for each.
Define & align your mission with leadership: A strong culture starts at the top. Leaders must clearly define the company’s mission and values and ensure they align with their personal leadership philosophy.
Integrate purpose into daily operations & decision-making: A purpose-driven culture isn’t just about words — it must be woven into everyday practices, from hiring and onboarding to performance management and decision-making.
Foster connection by showing employees their impact: Employees are most engaged when they see how their work contributes to the bigger picture. Leaders should continuously connect individual and team goals to the company’s mission, ensuring that employees feel a sense of belonging and purpose in their roles. This creates stronger engagement, higher performance, and long-term commitment.
Lead by example & model the culture you want to build: Leaders must embody the values they promote, making purpose-driven decisions and holding themselves accountable. Employees look to leadership for cues on how to navigate challenges, prioritize work, and engage with the company’s mission.
Build an inclusive & supportive environment: A truly purpose-driven culture goes beyond vision statements — it requires creating an environment where employees feel valued, supported, and empowered to contribute. Companies that prioritize well-being, open communication, and personal development foster stronger engagement and loyalty.
Can you share a specific example of how embracing a purpose-driven culture helped your company attract exceptional talent or achieve a significant business goal?
In my role as Senior Vice President of People and Operations at Trulioo, embracing a purpose-driven culture played a key role in attracting exceptional talent and achieving significant growth. We focused on building a strong foundation by clearly defining our purpose and values, ensuring they guided every decision. This values-driven approach extended to our hiring process, where we implemented a value interview as a part of the structure. Through that strategy, we trained a dedicated team to focus solely on evaluating candidates for alignment with our values, mission, and purpose, using tools like psychometric testing to ensure a thorough assessment.
By prioritizing culture and purpose, we attracted like-minded talent who were ready to make an impact from day one, enabling the company to scale effectively while maintaining a strong, cohesive team. This helped us hire over 200 people, doubling the size of the organization in a short period, but also significantly reduced turnover by 45% year over year.
At HiBoop, we are still in the early stages, but even with our small team, we have been deliberate in choosing who to bring on board. As a result, we have built a highly effective team united by a shared purpose. So far, we have successfully secured five pilot partnerships, and are thrilled to move forward into the next phase of our launch.
What advice would you give to leaders of smaller companies or startups who want to build a purpose-driven culture but don’t know where to start?
Start by clearly defining your company’s values and purpose. Make sure they are more than just words on paper, actually integrate them into your daily operations and decision-making processes. Build a culture where these values are reflected in how employees are recognized and rewarded. Purpose-driven recognition structures can help reinforce the behaviours and mindset you want to cultivate across your team.
What are some common mistakes leaders make when trying to create a purpose-driven culture, and how can they avoid them?
One common mistake is defining a company’s values too early before they have naturally emerged from the culture. Leaders should focus on observing how the team operates and allow values to develop authentically, rather than forcing them. Constantly changing or updating values can create confusion and prevent them from resonating with employees. To avoid this, leaders should ensure values are consistent and deeply embedded in the way the company operates. Avoid publicizing them before fully integrating them into a business model. Instead, the focus should be on living those values internally first, letting them naturally guide behaviours and decisions.
How do you ensure that your organization’s purpose evolves and remains relevant as your company grows and the world changes?
Take your time when implementing new values or strategies, and be sure they align with your goals and are ready to be applied consistently. To see growth, commit to incorporating them into daily operations. For example, I was recently advising a CEO who had to dig through old files to locate what they even were and was not sure if they existed. Values should be clearly highlighted as a central and active part of a business.
What trends or shifts are you seeing in the workplace regarding purpose, and how do you think these will shape the future of business?
In recent years, workplace culture and purpose have evolved alongside shifting business priorities. During periods of economic uncertainty, companies have understandably prioritized revenue and survival, sometimes at the expense of culture. However, I’ve recently seen a renewed focus on workplace culture, not as a trend but as a key driver of retention, engagement, and long-term value-building.
For startups, scale-ups, and smaller companies, financial pressures often push culture to the background as leaders focus on growth and profitability. While revenue is essential for sustainability, it’s equally important to recognize that a strong culture fuels performance, innovation, and long-term success. Employees seek more than just perks — they want purpose, alignment, and a company that invests in them. A culture-first approach, alongside a focus on revenue, ensures organizational resilience, employee retention, and a stronger path to sustainable growth.
As businesses navigate the future, the key will be embedding culture into daily practices, ensuring it’s an integral part of how organizations operate. Companies that succeed in doing this will attract and retain talent, while building more resilient and purpose-driven organizations.
A company I have seen firsthand do this really well is Integrate AI. Since its inception, Integrate AI’s enduring values, focus, impact, action, and presence have remained consistent and embedded in its culture. As a startup, HiBoop is still in the early stages of adopting its value structure. We want to be intentional about establishing a mission that has direct ties to our impact without being hasty.
In your opinion, how does having a purpose-driven culture impact not just employees, but customers, clients, and the broader community?
A purpose-driven culture impacts not just employees but also customers, clients, and the broader community by fostering trust, engagement, and long-term impact.
Engaged employees who align with a company’s mission deliver better customer and client experiences, leading to stronger relationships and a more reputable brand. Clients are drawn to companies that live their values, reinforcing loyalty and trust.
On a community level, purpose-driven organizations influence industry standards, advocate for meaningful change, and set examples for responsible business practices. Ultimately, a clear mission drives engagement, strengthens partnerships, and creates a lasting impact.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people by building purpose-driven workplaces, what would that be?
I would create the “Mission-Driven Leadership” program to equip leaders with the tools to build cultures of authenticity, trust, and purpose. Many leaders struggle to connect company vision with daily work, and this program would provide coaching, mentorship, and resources to help them foster purpose-driven environments. When leadership embodies purpose, it trickles down to employees, shaping stronger organizations and creating lasting, positive change in society.
How can our readers further follow you online?
We are actively working with pilot clinics ahead of our wider launch in April. Clinicians and anyone interested in mental health innovation can connect with us at: hiboop.com or on LinkedIn.
This was great. Thank you so much for the time you spent sharing with us.
About the Interviewer: Chad Silverstein is a seasoned entrepreneur with 25+ years of experience as a Founder and CEO. While attending Ohio State University, he launched his first company, Choice Recovery, Inc., a nationally recognized healthcare collection agency — twice ranked the #1 workplace in Ohio. In 2013, he founded [re]start, helping thousands of people find meaningful career opportunities. After selling both companies, Chad shifted his focus to his true passion — leadership. Today, he coaches founders and CEOs at Built to Lead, advises Authority Magazine’s Thought Leader Incubator.
Shradha Mittal of HiBoop On How to Build a Purpose-Driven Culture That Attracts Top Talent was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.