A few years ago, I watched a hiring disaster unfold in real-time.

On paper, this person was a dream hire—stacked CV, big-name experience, nailed the technical interview. The hiring manager couldn’t sign the contract fast enough.

Six months later? The only thing they were signing was an exit agreement.

Turns out, they were a nightmare to work with. Dismissed feedback. Killed collaboration. Brought the kind of energy that made good people think about quitting.

The result? Months of wasted time, team morale in the bin, and a whole lot of “how did we miss this?” conversations.

You Can Teach Skills. You Can’t Teach ‘Not Being an Asshole.’

Here’s the thing—hiring mistakes happen. But they don’t have to.

Most companies over-prioritize experience and hard skills because they’re easy to measure. It looks good on paper. It feels safe.

But that one hire who doesn’t listen, doesn’t gel, and doesn’t get it?

That’s not just a bad decision. That’s a team-wide problem.

• Bad hires cost you money. Up to three times their salary in lost time, productivity, and replacement costs.
• Bad hires cost you good people. Top talent won’t stick around in a toxic team.
• Bad hires kill momentum. One person can slow down a whole company.

By the time you realize you made a mistake, it’s already too late.

Culture Fit Isn’t About Hiring Your Mates.

Hiring for culture fit doesn’t mean hiring a bunch of clones. It means hiring people who align with how your team actually works.

• Can they take feedback? Or do they shut down the moment things get uncomfortable?
• Are they the type to bring solutions, or just problems?
• Do they thrive in a fast-moving startup, or do they need structure to survive?
• Are they going to elevate the team, or drain the energy out of the room?

Hiring for personality doesn’t mean lowering the bar on skills—it means raising the bar on what makes someone actually good at their job.

How OOPS Fixes This Mess

Hiring the right people isn’t luck. It’s a process. And we’ve perfected it.

• Culture Check Interviews – We don’t just check CVs. We check mindsets, team dynamics, and long-term fit.
• Hiring Playbooks – Structured, repeatable hiring processes so you don’t make the same mistakes twice.
• Interview Training for Your Team – Helping hiring managers ask the right questions (and spot the red flags).
• Onboarding That Actually Works – Because great hiring doesn’t stop at the contract.

The Bottom Line? Hiring Smart Saves You More Than Money.

You can teach skills. But you can’t teach someone to care. To collaborate. To respect their teammates.

So before you make that next hire, ask yourself:

Is this the kind of person you want in the room when things get tough?

Because if the answer isn’t a clear hell yes, you already know what to do.

📩 Need to fix hiring? Let’s talk.