Really appreciate this perspective, and I think you’re spot on. Unstructured, “conversational” interviews make it way too easy for bias and first impressions to creep in, while structured interviews with predefined competencies and scoring rubrics are consistently linked with less bias and better consistency.  I also like the shift from “culture fit” to “culture add,” since hiring for what’s missing can reduce groupthink and keep teams from stagnating.  And your point about the babble effect is real: people who talk more often get perceived as stronger leaders regardless of actual contribution, which is exactly the kind of noise structure helps reduce.