There's no one definition, I have learned, but the bottom line is, I think it's a shortcut for saying that, we didn't think that you were going to, you were going to, you're the candidate that we selected, and there's usually something underneath it.
Here in the Bay Area, culture fit has kind of become a dirty word. There's a lot of baggage that comes with it. Often what it means here is it, you're not, you're not someone that I want to go to lunch with. You're not someone where you don't fit, you're not the same as us and you're not going to understand what's going to happen. So, what I'm hoping, what I'm trying to advance the conversation, and I hope the larger industry, will companies at large, will say, it's not really about culture fit. There's a lot of companies that are talking about “culture-add”, so actually flipping that on its head and saying it, we are looking for new perspectives, we are looking for new people, new kinds of people, even though it's not someone that I would necessarily want to go to lunch with or have a beer with, or something, we know that more effective teams are built with a diverse point of view and perspective.
So, culture fit, I think it's I think it's bullshit. I think that it is just on its face, just a way of voiding saying what didn't work. I think they're doing someone a disservice. It's okay, not everybody's going to fit, everybody's going to get a job but as a hiring manager, or a manager, you I think you owe each person say, look, these are the skills that you were lacking, or we didn't think you were mature enough, or whatever it is, so that person can continue to grow.
The conversation is hard, and it's hard to hear. I think we've all had that. I think it's a disservice to I avoid that. I think that we should look at each business interaction as an opportunity to help someone else.

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