diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx
index 664fd94f731b..3513c42adf07 100644
--- a/contents/handbook/people/hiring-process/index.mdx
+++ b/contents/handbook/people/hiring-process/index.mdx
@@ -329,11 +329,11 @@ Scoring Scale (1– 4)
 
 When you have conducted an interview, you should leave feedback no later than the end of the day after the interview. Moving candidates through the process quickly is critical to us being able to hit our hiring goals, waiting more than one day for feedback can kill the momentum and leave the candidate with a bad experience. If for some reason you cannot give feedback before then, alert the talent team ASAP. 
 
-### 1. Culture interview with Talent
+### 1. Talent interview with Talent
 
-We start with an interview which is designed to get the overall picture on what a candidate is looking for, and to explain who we are. A template scorecard has been created for this stage in Ashby.
+We start with an interview which is designed to get the overall picture on what a candidate is looking for, what experience and skills they bring, and to explain who we are. A template scorecard has been created for this stage in Ashby.
 
-This is to allow both PostHog and the candidate to assess whether the candidate is a great cultural addition to the team (not culture fit), and to dig into any areas of potential misalignment based on the application. We are looking for proactivity, directness, good communication, an awareness of the impact of the candidate's work, and evidence of iteration / a growth mindset.
+This is to allow both PostHog and the candidate to assess whether the candidate is a great addition to the team, and to dig into any areas of potential misalignment based on the application. We are looking for proactivity, directness, good communication, an awareness of the impact of the candidate's work, and evidence of iteration / a growth mindset.
 
 This round is loosely structured into 4 different sections: