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Is the alternative that the bosses pushes ahead and hires people that have objections? Then the team risks losing a known good member who quits for spite, for a maybe good new hire.

I think respecting a red flag of any member of a team to stop a hire is a good practice.

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That assumes all interviewers are a) good members and b) good interviewers.

I have encountered my fair share of bad interviewers. You don't even need to take my word, go on Blind and read all the horror stories from both the interviewer and interviewee.

I think the statement to be too generalized and doesn't address the power dynamics of the interview process. You assume they are good judges of character from a 60 minute interview.

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