Suppose as indicated in the article that you want to do 500 interviews in a year and have about 10% success rate. That’s 40 candidates in a month, and assuming

Suppose as indicated in the article that you want to do 500 interviews in a year and have about 10% success rate. That’s 40 candidates in a month, and assuming 6 person-interviews (3 interviews of 2 interviewers each) are needed per candidate, that’s 250 a month which could be split between 18 “seasoned interviewers” at about 14 interviews a month each. The number of interviews by “seasoned interviewers” doesn’t say so much about the rejection rate as how much the company is attempting to grow and what proportion of engineers count as “seasoned interviewers.” If almost all people are seasoned then that’s a growth rate of 250%. If only 40% of engineers count as “seasoned interviewers” then that’s a growth rate of 100%.