I think you misunderstand the purpose of a culture fit interview. (At least when done correctly)

It’s not about hiring people who have duplicate personalities (if anything that would be a complete unmitigated disaster) it’s about making sure you don’t hire people that would not work well with your existing team for the given role they are being hired for.

If a team is laid back you wouldn’t backfill a PM that is very strict. Likewise if your team is very by-the-book, you wouldn’t hire a laid back PM. (Assuming in both cases you were not trying to change things.)

Also you might hire a nervous introvert for a jr developer position but you wouldn’t hire them to be a product owner.

Remember first that no one owes anyone a job. When you are hiring your primary goal is to ensure the continued productivity of your existing team. If you hire the most fantastic person out there it doesn’t matter if that person clashes with everyone else and the rest of your team leaves because of them in the next 6 months.

I’ve seen it happen. I’ve watched departments crumble because they hired someone toxic.