“Cultural fit” has become one of the most overused — and misunderstood — terms in hiring. On the surface, it sounds harmless: we want someone who aligns with our values. But when misused, “fit” becomes a gatekeeper for sameness.
It rewards those who look, speak, and think like the existing team — and sidelines those who challenge the status quo. That’s not culture. That’s comfort.
If we want true innovation, inclusion, and equity, we need to hire for cultural add — people who bring something new, not just more of what we already have.
This means redefining job scorecards.
Asking interview questions that explore perspective, not personality.
Evaluating potential through impact, not just likability.
Hiring for culture add doesn’t mean abandoning your values — it means expanding them.
Because real culture isn’t about finding the same puzzle piece.
It’s about completing the whole picture.
“Cultural fit” has become one of the most overused — and misunderstood — terms in hiring. On the surface, it sounds harmless: we want someone who aligns with our values. But when misused, “fit” becomes a gatekeeper for sameness.
It rewards those who look, speak, and think like the existing team — and sidelines those who challenge the status quo. That’s not culture. That’s comfort.
If we want true innovation, inclusion, and equity, we need to hire for cultural add — people who bring something new, not just more of what we already have.
This means redefining job scorecards.
Asking interview questions that explore perspective, not personality.
Evaluating potential through impact, not just likability.
Hiring for culture add doesn’t mean abandoning your values — it means expanding them.
Because real culture isn’t about finding the same puzzle piece.
It’s about completing the whole picture.
