When getting ready to make a new hire, HR or the Hiring Manager puts together a list of skills and competencies they are looking for in their new hire.  Many of these are cut and dried - specific software skills, the ability to manage a project, communication skills, etc.  These things are typically easy to identify and evaluate. 

Managers often make a secondary "off the books" list as well.  In addition to all the skills listed, a manager might want someone who "won't back down under pressure" or will "challenge the status quo" or "bring new ideas to the team".  Not only are these things more difficult to identify and evaluate, the person possessing those abilities may struggle integrating into the existing team. 

Unfortunately, many managers get exactly what they're looking for and indeed hire someone willing to provide the challenge that management says they seek.  So how can that be bad?  All too often the person hired to "challenge the status quo" is NOT considered to be a team player or is chastised by colleagues and peers for trying to rock the boat.  While management may have identified that a strong "challenger" is needed in the open seat, the rank and file may be expecting the new hire to just go with the flow.

I know someone who was recently hired into a more traditional industry (mortgage/insurance/financial services) in exactly this situation.  While she was hired specifically for her strong will, her ability to communicate new ideas and to challenge the established processes and norms, she has struggled to receive positive recognition for her efforts.  Her management has not fully supported her efforts and her colleagues have openly questioned her dedication to the team.

It's easy to say you are looking to hire an anti-establishment candidate, but I encourage you to understand the extra effort it will take to support the newly hired employee.  Expecting a person to enter an organization and challenge the institution, without very visible public support and reinforcement from management, will make failure for the new hire (and the team) inevitable.  However, providing such support and allowing that new hire to create positive change and encourage new norms, will create far more growth than hiring the seemingly safe candidate. 

Do you want sheep or do you want a wolf?  The meek want a sheep and hire accordingly.  The pretenders hire a wolf and seem shocked when the hire doesn't act like a sheep.  The truly strong hire a wolf and support his/her efforts.  While the meek continue to wallow in self-fulfilling mediocrity, the strong learn and grow faster than ever before.