Usually I like to take things in a practical way, if you are happy with the people you're hiring, than it's fine, and there is not much point thinking about "wh

Usually I like to take things in a practical way, if you are happy with the people you're hiring, than it's fine, and there is not much point thinking about "what if these are not the best possible people we could hire?", you just never know. But probably a lot of people that don't make it into your company just can't be bothered to do 2 sets of technical tests with zero human contact. I can tell you that my most "successful" interview processes (there is, the ones with offers/acceptances or just the ones I can even remember the name of the company) were the ones that focus on me as a human and as a professional, the ones that looked less automated and that seemed to have taken more time trying to know ME rather than just my skills. Not that there was no tests, there were and some went kind of overboard with the complexity, but in the end what I remmember about these companies was the conversations we had and how they were interested and knowing me. So, like I said, if it's working for you than great, but I probably would forget your test in my inbox to be honest.