Earlier quoted context omitted.
To me, it's about how my personality meshes with that of the team; How my approach to problems correlates with their expectations. Does that make sense?
It does and that's what I generally understood it to mean. The problem to me is that its so vague that it serves as a blanket justification for denying someone employment based on "gut feeling" or other basically discriminatory practices. It seems like it can also include "is willing to be in the office 12 hrs a day because he has no home life". No one would actually codify this in writing, but I have a feeling these…
For example..
Positives:
* Person is a go getter, gets things done, doesn't get blocked
* Person is meticulous, pays careful attention to detail
* Person is a good communicator, articulating explanations eloquently
* Person stumbles around an incorrect solution until hints are given
* Person jumps to conclusion without considering the bigger picture (or the edge cases)
* Person doesn't seem to get it, or at least can't explain himself/herself well
And this can then be inferred from the technical "coding" question, or in more traditional companies they will ask direct questions (usually known as "behavioral" questions) that focus on just those personality traits.
To give a particular example, at Amazon the "culture fit" of a candidate is how well they adhere to the company's leadership principles: