We do this at my current company. The tiebreaker stuff is slightly different, and every candidate that gets a vote of confidence actually ends up chatting brie

We do this at my current company. The tiebreaker stuff is slightly different, and every candidate that gets a vote of confidence actually ends up chatting briefly with our CEO as the very last bit, which is more of a cultural fit thing than anything else. I agree that it's good to have a potential counterpoint to odd personal interactions. Interviews are clearly stressful situations for a majority of candidates, even if their technical chops are without question. This ends up manifesting in ways that can come off as personality defects / lack of fit. I can think of a few times where the person I went in with came out with a specific point in spacetime that was wrinkled for them - a comment they thought was off, something about their behavior - and more than half of the time I've noticed comments the candidate made, or compensating factors, that reasonably explained these wrinkles. A lot of the time, I'm trying to balance the things I care about asking with paying attention to my co-interviewer so I can provide objectiveness down the line. So far, it's worked out well. No lemons yet.