I’m not saying you’re categorically wrong, but this doesn’t match with my experience, at all. If you’re an HM and this works for you and your company, great, bu

I’m not saying you’re categorically wrong, but this doesn’t match with my experience, at all. If you’re an HM and this works for you and your company, great, but the HMs responding here don’t agree. The processes you are questioning scale to thousands of people with varying backgrounds. It’s not an accident all of these companies do this. Your process places extreme trust in one group of people. It’s just so risky. Also, resumes are mostly bullshit, IMO. Reference checks are complete bullshit, IMO. I’ve worked with my buddies at startups (who get lofty titles) and just have them give me reference checks. Other references have asked me for call scripts. Also keep in mind that most of these big tech jobs are highly competitive. Your solution eventually requires a coin toss if you have limited spots. There’s only so much data you can collect from the process you propose. The natural thing is to then assess each candidate a bit more until you’re confident you’ve picked the right one. And then you’re here.