That depends.

If the engineer, doing the implementation is top-shelf, you can get very good results from a “flawed” process (in quotes, because it’s not actually “bad.” It’s just a process that depends on the engineer being that particular one).

Silicon Valley is obsessed with process over people, manifesting “magical thinking” that a “perfect” process eliminates the need for good people.

I have found the truth to be in-between. I worked for a company that had overwhelming Process, but that process depended on good people, so it hired top graduates, and invested huge amounts of money and time into training and retention.

Said a little more crass/simply: A people hire A people. B people hire C people.

The first is phenomenal until someone makes a mistake and brings in a manager or supervisor from the C category that talks the talk but doesn't walk the walk.

If you accidentally end up in one that turns out to be the later. It's maddening trying to get anything accomplished if the task involves anyone else.

Hire slow, fire fast.

Steve Jobs said this decades ago.

Its the content that matters, not the process.