As an engineer, I would now be very wary of joining any company unless "Do they write tests for their code?" as part of the hiring criteria. If you want to have something be part of your culture, it needs to be part of the judgement exercised by humans in the hiring/performance evaluation process. I say "by humans" because you do need someone exercising actual judgement rather than checking a box.
What you outline seems reasonable, at least in an environment where you sometimes have hard deadlines (eg. Ticket sales for this festival go live next week). Outside of that, I'm curious what cases there are where you can have a PR which is both critical to merge and doesn't need tests. When I review a PR, I look at the tests as one way of thinking through "what edge cases have already been accounted for here?"
What you outline seems reasonable, at least in an environment where you sometimes have hard deadlines (eg. Ticket sales for this festival go live next week). Outside of that, I'm curious what cases there are where you can have a PR which is both critical to merge and doesn't need tests. When I review a PR, I look at the tests as one way of thinking through "what edge cases have already been accounted for here?"