Corporate Cult
Run the onboarding for a company that seems a bit off.
You're running the all-hands for a company that never says what it does. Present the onboarding deck with complete HR sincerity: values, perks, and a policy nobody may question. The room rates you on Compliance, Quiet Menace and Believability.
How it works
- 1.Everyone presents a different mandatory meeting
- 2.Never say what the company actually does
- 3.Play it completely sincere
- 4.End on a policy, not a joke
Your deck is already started
Nobody starts at a blank white slide. Every player gets these 5 slides pre-laid-out in the Corporate Beige theme, with a prompt on each one telling you what goes there.
Welcome Aboard
A welcome that's a little too friendly
Our Values (Effective Immediately)
Three company values, one of them unsettling
What We Actually Do
Explain the company without saying what it does. A diagram helps.
The Perks
List benefits that are quietly conditions.
Attendance Is Tracked
The one rule everyone has to follow
How you're scored
After each presentation the room votes on three things specific to this mode, not generic โwas it goodโ.
Compliance
Would you have gone along with it?
I'd quit โ I've signed
Quiet Menace
How much dread under the friendliness?
Harmless โ Deeply wrong
Believability
Did it sound like a real company?
Cartoonish โ I've worked here
Corporate Cult prompts
Every player is dealt a different one of these.
- Day one at a company that will not tell you what it does
- Our new values, effective immediately
- Why we removed the chairs
- Introducing the Wellness Initiative (mandatory)
- Q3 vibes: a required presentation
- The reorg, explained with animals
- Please stop asking about the third floor
- Synergy: a love story
- An update on the thing we cannot name
- Your new manager (and where the old one went)
- The offsite: attendance and expectations
- Rolling out the new tone-of-voice guidelines
Ready to run Corporate Cult?
Free, in the browser, nothing to install. Share a six-character code and your friends are in.
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