I’m a HM at a big tech company with this format as well. Honestly, I really like it. I don’t want to hire the wrong person, it’s expensive and it makes my job awful for a while. It’s great getting data points on several programming interviews, system design, etc. That makes my sell interview so much easier because I can trust the process to assess their technical skills. You need multiple people because you’re constantly training up new people and need to calibrate everyone fairly.
Scaling any process to thousands of people is always hard.
Is it annoying for candidates? Yeah, but we pay you a lot of money, and it does actually work for us. Is it perfect? No, but it does work.
“Hire and Fire fast” doesn’t actually work well if you want to give people a chance to succeed. Also people tend to keep low performers around too long. Best to avoid this as much as possible.
Scaling any process to thousands of people is always hard.
Is it annoying for candidates? Yeah, but we pay you a lot of money, and it does actually work for us. Is it perfect? No, but it does work.
“Hire and Fire fast” doesn’t actually work well if you want to give people a chance to succeed. Also people tend to keep low performers around too long. Best to avoid this as much as possible.