For years, hiring managers have chased "culture fit" — people who feel comfortable and familiar. The problem is that this quietly rewards sameness, and teams full of similar people tend to make similar mistakes.
Culture fit optimizes for comfort. Culture add looks for people who share the company's core values but bring a different background, perspective, or way of thinking to the table.
Interviewers naturally warm up faster to candidates who remind them of themselves. That personal chemistry can unintentionally filter out exactly the diverse perspectives a culture-add strategy is trying to bring in.
Standardized, values-based video questions, reviewed independently by multiple team members, make it easier to judge genuine alignment with stated values rather than who simply made a good personal impression.
Teams that want to grow, not just feel comfortable, need an evaluation process built around values rather than personal rapport.