Some people are good at interviewing, and in particular at filtering, and some are not. If you're good, and you do more than your regular share, you're doing th

Some people are good at interviewing, and in particular at filtering, and some are not. If you're good, and you do more than your regular share, you're doing the company a huge service. I've heard of this function being applied at the other end of the interview loop. Microsoft has its "as appropriate" addition to the loop at the end. (Senior person isn't bothered to interview you unless previous people liked you.) Amazon has their "bar raisers", seasoned interviewers added for quality control, at least one on each loop. Doing this up front seems to make more sense, as you waste fewer employees' time. At the same time, as Rachel indicates, it's less satisfying to the valued 'well-adjusted' interviewer, as they see few of the people they interviewed get hired. Are there other models that solve that problem?