For years, hiring managers have prioritised “culture fit” when making hiring decisions. The idea? If someone blends seamlessly into the existing team, they’ll be a great hire.

But here’s the problem: Culture fit often leads to hiring people who think, act, and work the same way—creating an echo chamber that limits innovation, excludes diverse perspectives, and stunts business growth.

So what should companies hire for instead?

1. Culture Fit Can Lead to a ‘Copy-Paste’ Team

When companies focus too much on culture fit, they risk hiring the same type of people over and over. This can create:

• A lack of diversity – Teams that look and think the same miss out on fresh perspectives.

• Groupthink – Without new ideas, companies stagnate.

• A resistance to change – If everyone is comfortable with the status quo, progress slows.

Hiring managers should ask: Are we hiring people who challenge us, or just those who fit in easily?

2. Hire for ‘Culture Add’ Instead of ‘Culture Fit’

Instead of asking, “Does this person fit into our culture?” ask: “What does this person bring that we don’t already have?”

Hiring for culture add means looking for:

• New perspectives that challenge existing ways of thinking.

• People who align with company values but bring unique strengths.

• Employees who can help the company evolve, not just blend in.

This approach helps build stronger, more dynamic teams rather than creating a workplace where everyone thinks the same way.

3. Focus on Values, Not Just Personality

When hiring, companies should be looking for alignment with core values, not just personality or shared interests.

What hiring for values looks like:
- “Does this person care about the same fundamental things we do?”
- “Do they demonstrate behaviours that align with our mission?”
- “Will they help drive our culture forward, rather than just fit into it?”

What hiring for culture fit often looks like (and why it’s a problem):
- “Would I enjoy grabbing a drink with this person?”
- “Do they remind me of myself?”
- “Do they fit in with the team’s vibe?”

When hiring decisions are based on personal connection rather than actual work performance, companies risk creating a social club rather than a high-performing team.

4. Prioritise Adaptability and Contribution

Workplaces evolve, and employees who fit perfectly today may struggle as the company grows. Instead of focusing on whether a candidate fits the current environment, focus on whether they can adapt, contribute, and thrive in a changing one.

Look for people who:

• Have a history of adapting to new challenges.

• Can collaborate with different types of thinkers.

• Bring skills and experiences that add something fresh to the team.

5. A Strong Culture is Built, Not Matched

Great workplace cultures aren’t about everyone being the same—they’re about shared purpose, values, and a drive for success. Instead of focusing on how easily someone “fits in,” companies should be asking:

• Will this person push us to be better?

• Do they bring something we’re missing?

• Are they aligned with our mission and values?

The Best Teams Are Built on Differences, Not Sameness

Companies that rely on culture fit risk creating an environment that feels comfortable but lacks innovation. The strongest teams aren’t made up of people who fit a mould—they’re built by people who challenge, grow, and bring new strengths to the table.

By shifting from culture fit to culture add, businesses build teams that are not just cohesive, but high-performing, resilient, and ready for the future.