Recruiting strategies for kingdom-minded employers

Imagine being the founder of an organization that operates according to the values of the Holy Bible, but with staff who have never read a single verse. How quickly do you think the organization can achieve its goals of pro-life medical care, creating captivating biblical movie scripts, or spreading the message of the gospel on the apparel it sells?

This is a trick question because it likely will never happen.

The staff will more than likely execute their responsibilities based on cultural trends and their own vision of what the world should be like—on how they are experiencing it, and what information they are exposing themselves to, not based on God's Word.

How can recruiters, hiring managers, and founders find their highest quality candidates?

Run-of-the-mill job boards, tech meetups, and social events make it tricky to identify potential candidates who not only are qualified on skills and experience, but also values.

So how can recruiters, hiring managers, and founders find their highest quality candidates to move their mission forward? What strategies can they implement to find their ideal team of Christian value-aligned, force multipliers?

Here, I explore tools and networking systems that Christian employers can implement to find and build the team of their dreams: job descriptions that include faith alignment, where to post (chambers, Christian job boards, networks), and how to vet for both competence and character.

Job descriptions that include faith alignment

Include your organization’s mission statement and statement of faith.

Including your organization’s mission statement and statement of faith below a job description’s KSAs (Knowledge, Skills, and Abilities) creates a transparency that communicates what you as an employer expect from the candidate and what he or she can expect from you if hired. 

Including these statements tells the reader that you are an unapologetically Christian business or organization that is trying to operate by Christian values. A reader who is passionate about your mission and values your statement of faith is more likely to apply to your job opening rather than one with your competitor.

Your statement of faith can include things like what you believe or verses of the Bible. Below is one of the bullet points that comes from Samaritan Purses’ statement of faith:

“We believe that we must dedicate ourselves to prayer, to the service of our Lord, to His authority over our lives, and to the ministry of evangelism. Matthew 9:35–38; 22:37–39, 28:18–20; Acts 1:8; Romans 10:9–15 and 12:20–21; Galatians 6:10; Colossians 2:6–10; 1 Peter 3:15.”

You can find their whole statement of faith on any of their job descriptions.

An example of a Christian-influenced mission statement is that of Ramsey Solutions:

“Ramsey Solutions provides biblically based, commonsense education and empowerment that give HOPE to everyone in every walk of life.”

Including these statements in your job descriptions can help you attract Christian candidates to your organization.

Where Christian employers can post job openings

Risen Hire is a free Christian job board built specifically to help Christians find Christian employers. They believe in the power of connecting passionate, faith-driven individuals with organizations that are making a difference in the world through God’s love.

Live a work life that lives out the values of Christ and the Bible.

Risen Hire decreases the cost of Christian recruitment while simultaneously creating a community where Christians can come together to live a work life that lives out the values of Christ and the  Bible.

Post a Christian job on Risen Hire for free today or browse the many already posted Christian jobs and find your calling!

FaithTech is a Christian technology group focused on creating a Jesus revival in the tech space. Among the many communities in cities and countries around the world, with in-person meetups to network in, they also have a community Slack workspace with a #jobs channel that include many qualified and faith-aligned talent looking for work.

To be accepted into the workspace, you must first apply via this form after reading and agreeing to their community guidelines.

The U.S. Christian Chamber of Commerce is a faith-driven business community advancing the kingdom through the marketplace. When joining this chamber, members gain exclusive access to resources which include free job postings on the USCCC talent network and RedBallon, helping you find candidates that align with your company’s Christian values.

If you and the position is in the US, to post a job with the U.S. Christian Chamber of Commerce, join today, and become a part of a business network of Christ-following believers.

The International Christian Chamber of Commerce provides links to nations around the world with a Christian Chamber of Commerce similar to that in the USA.

Vetting for competence and character

A technically skilled hire who lacks integrity creates problems far beyond the job description.

A technically skilled hire who lacks integrity creates problems far beyond the job description. Similarly, a person of strong character who cannot execute the role leaves your team stranded. You need both.

Here is how to assess them.

For competence, start with the practical skills. Review portfolios, code samples, or work examples relevant to the role. For technical positions, a 15–30 minute technical conversation often reveals more than a resume ever could. Ask candidates to walk you through a project—not to grill them, but to understand how they think, problem-solve, and communicate complex ideas.

Check references, but go deeper than the standard “Would you rehire them?” Ask specific questions about their track record: 

• How do they handle deadlines? 
• What is their communication style under pressure?
• Do they own their mistakes or deflect?
• Have them describe a difficult situation the candidate navigated.

Look for evidence of learning, iteration, and growth in their career trajectory.

Experience matters, but it is not everything. Someone with two years of focused, intentional growth often outperforms someone coasting through five years. Look for evidence of learning, iteration, and growth in their career trajectory.

Character assessment starts with consistency across interactions. How do they treat or talk about the recruiter? The receptionist? Their own references? People who are respectful and professional across the board tend to bring that integrity into your workplace culture.

Listen for honesty about limitations. A candidate who acknowledges where they are still learning is more trustworthy than someone who claims mastery in everything. Real professionals know their lane, and they are humble about it.

Pay attention to alignment of values rather than performative religiosity.

For faith-aligned hiring, pay attention to alignment of values rather than performative religiosity. Ask about their approach to work, purpose, and how they handle ethical dilemmas. Someone’s answer to “Tell me about a time you had to make a difficult decision” tells you far more about their character than whether they can quote Scripture.

Red flags can include deflecting blame, inconsistent stories, disrespect toward previous employers or colleagues, or a lack of what Jocko Willink would call “extreme ownership.” These often correlate with character issues that will surface later.

The interview as a two-way conversation

You are evaluating fit in both directions.

Remember that you are not running an interrogation; you are evaluating fit in both directions. A strong candidate interview feels like a genuine conversation about the role, the team, and the mission.

When candidates ask thoughtful questions about your company culture, growth opportunities, or team dynamics, that is often a sign you are talking to someone serious and intentional.

Take time to discuss your faith-based company culture openly. Reiterate your statement of faith and your mission to be clear about expectations around values alignment. This prevents misalignment down the road and attracts people genuinely interested in that environment.

The hire is not the end; it is just the beginning.

Kelly M. is a devout follower of Jesus Christ. She has a background in software engineering, data science, and AI. She is the founder of RevDev LLC, a faith-led software development agency that builds products for Chritstian-aligned businesses and safer technologies for local government. In 2024, Kelly pivoted from the world of big tech and Silicon Valley to work on products that promote Christian values. She is the creator of Risen Hire, a Christian job board, part of RevDev LLC, which connects faith-driven individuals with Christian businesses. When she is not working, she is serving as a member of the Lector group at her church and studying AI technology.