That's not necessarily a bad approach aside from the cost to the hiring organization to maintaining so many workflows. It lines up with, e.g., Triplebyte's and

That's not necessarily a bad approach aside from the cost to the hiring organization to maintaining so many workflows. It lines up with, e.g., Triplebyte's and Google's studies about how a candidate's success in a role is tied much more closely to the moments where they impressed you the most rather than any kind of minimum bar you need to meet or some kind of average performance. By giving the candidate the opportunity to impress you however they're best able to do so you could plausibly get a stronger signal.