Hire for Culture, Train for the Job

Why “seasoned” can sometimes mean “salty”

I had one of those weeks where a single email reminded me of one of the biggest lessons in hiring and retention: experience does not equal alignment.

On paper, the seasoned candidate looks shiny. They’ve got the resume, the years in the field, the confidence of someone who’s “seen it all.” But drop them into your team, and sometimes what you actually get is unsolicited guidance, undermining tone, and a laundry list of “that’s not my job.”

Culture fit is not about hiring clones, it’s about finding people who want to row in the same direction. When someone resists group accountability, reframes expectations to suit themselves, or constantly positions their “way” as the better way, they become a liability no matter how long their LinkedIn timeline stretches.

Here’s the truth:

• Skills can be trained. Attitude can’t.

• Experience can impress. But humility inspires.

• Culture isn’t a buzzword. It’s the glue that keeps teams rowing, even when the current is rough.

When hiring, don’t be dazzled by the candidate who “knows the ropes” but can’t work with others to tie the knot. Look for curiosity, coachability, and willingness to engage in the team’s rituals, even the ones they don’t personally find useful.

Because a high-performing culture doesn’t come from the loudest résumé in the room. It comes from people who show up, lean in, and understand that growth is collective, not solo.

Takeaway: Hire for culture. Train for the job. And remember: sometimes “seasoned” just means “over-salted.”