One of the worst hires I ever worked with was excellent on paper, came with good credentials, had an impressive resume, and did objectively well on the interview questions.
However, everyone who interviewed him felt uneasy about him. He failed the vibe check, even though he checked all of the boxes and knew all the right things to say. At the time there was a big push for eliminating bias and being and as objective as possible in hiring, so we were lightly admonished for raising questions based on vibes.
When he was hired, it turned out our vibes were justified. He was someone who played games and manipulated his way through his career. He could say the right things and navigate his way through office politics unscathed while causing damage to everything he touched.
Since then I’ve observed a number of situations where decisions that seemed objectively good but came with weird vibes were later revealed to be bad. Some of the most skilled grifters I’ve encountered were brilliant at appearing objectively good but couldn’t pass vibe checks of experienced business people. Some of the most objectively good deals on paper that came with weird vibes later turned out to be hugely problematic.
I think the trap is thinking that vibes and feelings are wrong and should be ignored in favor of pre-selected objective measures. This is good practice when doing a scientific study, but it’s not a good practice when you’re entering a real world situation where an adversarial party can root out those criteria, fake them, and use your objectivity against you.
Set base credentials, lottery of everyone who passes the post, full hire or fire after a short (1 month, at most) probationary period where vibes are considered. There's no reason to go through rounds and rounds of interviews over months. It's a waste of everyone's time. Unless your criteria are completely compromised, you'll find someone within a few tries.
1) If such a short probationary period is involved, there's no reason to permanently move during it. A short-term rental will do. If the position works out, then move. (I have done this, it is doable.)
2) Then maybe the job isn't right for you.
The point is to strip the desperation to find The One True Candidate/Job On The First Try, from both sides. Companies are already hiring based on vibes, so this just formalizes it. Employees are already subject to swift termination, based on their employers' whims; this just makes that expectation transparent. From both sides: if it isn't going to work out, we get there quickly and move on. Little is worse than being on a job for half a year, only to get sacked because it took that long for the company to decide that it doesn't like you.