Author: Yody Luciano
Today, organizational culture has become one of the most relevant topics in talent recruitment and retention processes. Increasingly, candidates during interviews seek to understand what the work environment is like, what values guide the company, and how professional growth is fostered.
At BMA Group, we have witnessed this transformation more than 1,000 times. We have seen how a 50-employee startup outperformed multinational corporations, not because of their technology or capital. They achieved it thanks to consulting that brought them suitable candidates for a High Performance and Organizational Excellence Culture (CADEO, by its Spanish acronym) that transforms ordinary employees into extraordinary collaborators.
TABLE OF CONTENTS
- What is CADEO and why does it matter in 2025?
- What do Gen Z and millennials say about purpose and work?
- How does purpose impact business results?
- How does BMA apply CADEO in recruitment and evaluation?
- How do I prepare candidates and teams for CADEO?
- What KPIs sustain excellence?
- FAQ
What is CADEO and why does it matter in 2025?
CADEO stands for High Performance and Organizational Excellence Culture: uniting purpose, effective leadership, and hard metrics (productivity, quality, profitability). In 2025, talent prioritizes learning, well-being, and meaning; if your company doesn’t offer them, it becomes less attractive to the highest-performing profiles.
The new generations “Are redefining what it means to grow at work: money, meaning, and well-being,” Deloitte
The transformative power of excellence cultures
2025 research reveals that we are experiencing an organizational disconnection crisis. Only 30% of employees feel connected to their company’s mission, a historic low according to Gallup. However, organizations that strategically invest in culture are reaping extraordinary benefits.
Edgar Schein, the world’s leading authority on organizational culture from MIT, summarizes it perfectly: “The only thing of real importance that leaders do is to create and manage culture. If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.”
BMA Group has innovated the use of CADEO in selection processes, recognizing that poor cultural fit costs 50-60% of the employee’s annual salary. The methodology includes advanced psychometric assessments, structured behavioral interviews, and increasingly, artificial intelligence.
What do Gen Z and millennials say about purpose and work?
The Deloitte Global Gen Z & Millennial Survey 2025 surveyed 23,482 young people in 44 countries. Only 6% declare that their main goal is to “reach a management position”: they seek growth with purpose and balance. Additionally, 44% of Gen Z and 45% of millennials have left roles without purpose, and ~40% have rejected employers/projects for ethical reasons.
They also emphasize development: 70% of Gen Z trains new skills at least weekly; 86%/85% consider soft skills critical. They demand mentorship (86% Gen Z; 84% millennials) and on-the-job learning (88%/89%).
How does purpose impact business results?
Purpose translates into numbers: high-engagement units achieve +23% in profitability, +18% in productivity/sales, and -18% to -43% in turnover compared to low-engagement units (meta-analysis Gallup).
Additionally, recruitment was the #1 priority for HR in 2024 (43%), due to fierce competition for purpose-driven talent.
“Employees expect work to be a meaningful source of purpose.” (McKinsey) McKinsey & Company
How does BMA apply CADEO in recruiting and evaluation?
At BMA, every vacancy is a business opportunity. We integrate AI + human insight to measure motivation, competencies, and cultural compatibility with the client’s mission:
- Headhunting: behavioral interviews, technical tests, and values mapping.
- Outsourcing: teams oriented toward service and efficiency KPIs.
- Consulting: workshops to articulate the why and translate it into indicators.
- FDA-compliant Background Checks: secure decisions from day 1.
This approach responds to what Gen Z and millennials demand (mentorship, learning, soft skills) and accelerates time-to-productivity.
How do I prepare candidates and teams for CADEO?
- Define the role’s purpose and how it impacts the client/operation.
- Evaluate soft skills (communication, leadership, empathy) alongside technical skills.
- Establish formal mentorship (demanded by >80% of young people).
- Design 30-60-90 days with impact and learning goals.
- Train leaders-mentors (dedicate management time toward development).
What KPIs sustain excellence?
Measure quarterly: eNPS/engagement (Q12), 90-180 day turnover, quality of hire, time to productivity, internal client NPS, and margin per FTE. The link between engagement and results is cross-verified by Gallup.
FAQ SECTION with BMA Group
- Is CADEO the same as having OKRs and bonuses?
No. CADEO integrates purpose, leadership-mentoring, hiring for cultural fit, and business metrics. It connects meaning with results: higher profitability (+23%), less turnover (-18% to -43%), and more productivity (+18%). - Where do I start if I’ve never worked on purpose?
Start by contacting us, let’s create a CADEO plan with soft skills and values review in the selection process. - What does young talent want today?
Continuous learning, well-being, and meaning. 44% left roles without purpose and ~40% rejected employers for ethical reasons. They also demand mentorship and on-the-job learning. - How do you evaluate cultural fit without bias?
We combine structured behavioral interviews, situational scenarios, and diverse panels. Weight values and observable behaviors alongside technical skills and objective metrics. - What are the minimum CADEO KPIs?
eNPS/engagement, early turnover (90-180 days), quality of hire, time to productivity, internal NPS, and margin per FTE. They must be validated in quarterly reviews. - How do I connect CADEO with business if my team is overwhelmed?
Reallocate management time toward mentorship and learning; Deloitte shows this is a frequent and crucial gap for retention and performance. - Why does recruitment remain high on the agenda?
Because attracting purpose-driven talent is a competitive advantage. In 2024, 43% of HR declared recruitment as priority #1 (SHRM).
Every vacancy, a competitive advantage
Your next hire can be an expense… Or a competitive advantage. When you align purpose with performance, the right talent accelerates sales, improves quality, and takes care of people. That’s why so many people choose companies that reflect their values. Let’s make yours one of them: CADEO as the norm, not the exception.
Let’s talk to turn your next vacancy into a competitive advantage!