Mathias Meyer’s discussion of “culture fit” works with too broad of a definition (e.g., ping-pong may be an instrument or reflection of your culture, but it isn’t culture itself) but manages to make a couple of important points. First (and most important) is the idea that relying on the “culture fit” question is usually an indication of an exclusive culture – and that you’re using it to keep out people who would disrupt the status quo. Which leads to the second critical point, that an over-reliance on that question suggests a toxic environment that is too busy being insular and self-congratulatory, at the expense of questioning its assumptions.
Meyer uses a lot of examples that involve drinking and bars, but I’d say that you should closer to the office first. How does the team engage with the work itself? With each other? When something fails, does it turn into a witch hunt? Or a learning opportunity? Are you using “culture fit” to find more people that are just like you? Or are you building an inclusive team with diverse opinions and talents?