This post is 2/3rds about accuracy problems with interviews (and, yes, I think the weight of the evidence is that interviews are effectively random functions),

This post is 2/3rds about accuracy problems with interviews (and, yes, I think the weight of the evidence is that interviews are effectively random functions), and then it culminates in a "FATE" metric that is mostly not about accuracy. Giving candidates feedback is good, but it has nothing to do with the likelihood or cost of a bad hire. Making timely decisions is good ceteris paribus, but it's of secondary importance compared to selecting the right candidate. Same with "effort".