Do this same thing for my hiring pipeline. Pretty much same percentages for how I weed down resumes, etc. I usually go a bit over an hour as I like to discuss t

Do this same thing for my hiring pipeline. Pretty much same percentages for how I weed down resumes, etc. I usually go a bit over an hour as I like to discuss the company, our tech, and get specific about what the job will entail. At the end I ask if they are still interested, and if yes we dig into their specific history, questions, etc. I also make crystal clear the salary range and benefits and get a verbal confirmation this band is acceptable to the candidate. We don't have to decide right then, but we need to be in the same ballpark and they need to understand the upper end isn't likely to move. No point in getting through a long interview process and then having to pass cause they want to much money. Then I make a decision if the candidate is a waste of time for my engineers to proceed on a technical evaluation. Three rounds, with three separate people on the team, usually only two of those rounds are true coding, one is more technical discussion/team fit. Anyone in the hiring committee can veto for essentially any reason. Works as well as any process I've seen in my decade+ career. Three rounds is also coincidentally my max to give a company I am interviewing. If you can't make up your mind on a candidate after 3 rounds then you don't know what your doing. This 5+ round crap FAANG convinced us all was good is such a waste of time and honestly costs more in time suck then just giving the candidate a shot.