Not just culture fit. I hire for a high-end (boutique) software consulting firm. We specialize in scale problems and engineering practice at a level few other firms can claim.

Communication is an absolute, 100% must for senior roles. If you can't competently and thoroughly talk about a technical issue, to non-technical people, and do it with a smile and while making eye contact, we're not going to hire you.

So in a sense, we're filtering out neuro-atypical people for senior roles. But they fit well in engineering roles.

Dehumanizing the interview process will literally make it impossible for us to gauge this skill.

And that's a good point too.

As much as culture fit has a really bad reputation in some places (because people seem to associate the term with 'only hires rich white kids with Harvard degrees'),you need a certain amount of it for a business to really stay cohesive and for the employees to want to work together.

I've seen companies where the hiring staff haven't bothered to think whether anyone would actually work well in that specific company and its environment, and the general result has been a heavily divided workforce with very limited communication.

Preventing culture fit is actually a feature, not a bug. Culture fit is a synonym for unconscious bias, and most people don't realize it.