For the candidates, possibly/probably. For companies where the number of spots is significantly dwarfed by the number of applicants, probably not - you either

For the candidates, possibly/probably. For companies where the number of spots is significantly dwarfed by the number of applicants, probably not - you either increase the levels of indirection involved between "initial contact" and "job offer/not" in order to try to add bin-fitting tiers at the beginning, or you significantly increase the burden of interviews by requiring them to be able to judge for multiple different types of role. For smaller places, it's the "nobody ever got fired for buying IBM" syndrome - rather than trying to fit based on what the prospective managers/departments want, the initial pass is for ass-covering so that HR can't be accused of negligence if a candidate doesn't work out because they looked perfect on paper. Of course, then these places are left wondering why they have open positions for years... Small enough companies (e.g. where they don't necessarily have full-time recruiters), I've found that your example at the end actually can fly.