Obviously anecdotal, but when I interviewed with Stripe earlier this year I saw both sides of this - I had a recruiter ghost me for almost a month and a number

Obviously anecdotal, but when I interviewed with Stripe earlier this year I saw both sides of this - I had a recruiter ghost me for almost a month and a number of times important information about interviews got lost in an email chain. It was about as messy as I would expect from any company that size trying to arrange interviews. That said, the interview process itself, once it was set up, was one of the best interview processes that I've participated in. The PDF they send about the questions and scope of each interview helped me know how to prepare. Each interview had a specific goal and angle on determining if I was a good engineer, and at the end of the day, I felt like we all had a good idea of each other. I ultimately didn't get the offer, but because the process was robust, I didn't have a regret of "I could have done better" or "These questions were unfair and I should have gotten the job". I was confident that Stripe had a good measure of my skills and mindset, and that they'd simply decided I wasn't a good fit. It's hard to really ask for more than than from the process itself. I can't say if it's effective for them, but at least to me, it seemed like Stripe had thought more about the interview process than most companies I've ever been with or interviewed with. There's obviously going to be implementation issues and problems around the specific people who have to implement it, but the plan itself seems well conceived.