I look at it backwards: Rejecting a candidate to day doesn't mean that they won't be exactly the kind of person I'll need to hire 3 years later, as both my need

I look at it backwards: Rejecting a candidate to day doesn't mean that they won't be exactly the kind of person I'll need to hire 3 years later, as both my needs ad theirs have changed, and therefore, I think that a good candidate experience is crucial. I want people that are rejected, or that leave the process early, to remember the experience positively. Thus, I do not expect anyone to do research on the interview process: Before anything other than the basic recruiter chat, every candidate should receive a pretty good picture of how the recruiting process goes: Number of interviews, style of content, time to wait between an interview and its next steps... If a candidate is ever surprised, It's the company that fails. If a shop that has a couple of hundred developers can do that in a cost effective way, so can the bigger tech companies. If they fail, it's because their standards for how to run a company are way too low.