The hiring process is a shared responsibility between the employer and the prospective candidates seeking employment. The purpose of the hiring or selection process is to find the candidate with the right knowledge, skills, and abilities (KSA's) to perform the job or role and be successful within the employment process for the organization or community they serve. Current research indicates that hiring decisions are fraught with ambiguity and bias. Public-school board presidents often cite "cultural fit" as a primary reason to include or exclude highly qualified superintendent candidates, when there appears to be no common understanding what the phrase means or how it is applied to the selection process. The purpose of this research was to explore how public-school board president's construct meaning of cultural fit in determining who leads their community's K-12 efforts within recent paradigm shifts involving diversity, equity, and inclusivity efforts by public schools. An integrated conceptual framework derived from Kristoff-Brown and Guay (2011) P-O Fit Theory informed the collection and analysis of data. Fourteen public school board Presidents participated in this study. Data analysis revealed five overarching themes: (1) The lack of obvious resources, (2) Summoning help through consultants, (3) Having the group decide, (4) The lack of diversity within the candidate pool, and (5) Making it personal. Recommendations included the creation of standardized tools, hiring and bias training for board members, and encouragement for prospective candidates to be more informed prior to submitting a formal interest in a leadership position. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]