The problem with that strategy is mainly just that you lose access to the best candidates, who won't accept a period of offer uncertainty because they have as m

The problem with that strategy is mainly just that you lose access to the best candidates, who won't accept a period of offer uncertainty because they have as many other solid offers as they care to take interviews. You run the real risk of biasing your process towards the worst candidates, who are constantly on the job market and are happy to take any shot they can get; that said, you also lessen the risk of one of those people getting into your company as a full hire, so it isn't all bad. It's a great way to do "fresh out of school" hiring, though, where there's no meaningful signal to look at (grades and school are trash) and good people aren't self-selected out the way they are later.