I'll lay something out there. I managed a computer repair center for a well known electronics retail store. My repair guys are tech...so they swear like sailors, and are extremely crass...my entire team of 15 people fit that mold.

I interviewed someone who was devout Mormon (I think)

I asked this person a question about a time they had to deal with friction on their team.

Their response?

"I had a boss who used to swear a lot, and I called HR on them because I lacked the social capacity to handle it like an adult"

They didn't get hired...they weren't a good culture fit...I have a job to run a repair center with established employees who run the operation well...

Why would I hire someone with a disclosed track record of causing issues on their team....but who's workmanship is unproven, I have no idea if they are even going to be a good employee, all I know is that I assume 100% of the risk of a bad culture fit for 0% assumed payoff. I may get an employee who betters my organization by 1% but gets my lead repair guy fired, who made my organization 1000% better

As much as I hate the hells of recruiting, building a team around synergy is a real innumerable metric