Focusing on "cultural alignment" often functions as a proxy for familiarity. When interviewers look for someone who "fits" the team, they frequently seek people with similar backgrounds, hobbies, or communication styles. This tendency creates a feedback loop. If an office is filled with people from the same elite universities or social circles, they will naturally gravitate toward more people like themselves. This process, often called affinity bias, quietly shuts the door on talented individuals who don't share those specific social markers.
The impact on social mobility is direct. If a company values " ,"
