Some suggestions: 1. Raise the bar for previous step in the process. How many candidates are you rejecting? Is there a common thread between rejected candidate

Some suggestions: 1. Raise the bar for previous step in the process. How many candidates are you rejecting? Is there a common thread between rejected candidates that can be identified earlier without a developer (e.g. phone screen with HR, automated FooBar test)? 2. Spread the load. Train other people to interview. 3. Align on hiring goals. Do you need to be interviewing this much, how many open positions are left?