You are right about minimizing risks and making easier hiring decisions, having a more scalable process. But this strategy only works if you don't intend to ke

You are right about minimizing risks and making easier hiring decisions, having a more scalable process. But this strategy only works if you don't intend to keep employees for a long time and these employee don't individually hold much of the value you produce. They might stick for years, but it's not the case you'll be optimizing for. I think well fit employees don't stay if they don't grow with the company, but these employee won't be easy to find with a risk averse hiring process (or you have entry jobs with very low needed qualifications, but then you have very small hiring risks anyway) Then if you're ok with only keeping a decent performance in average, it will harder and harder to even keep your hiring bar at the same level, as you'll have more and more unmotivated employees in your rank, and you'll have to give more and more perks for really motivated people to come in and work for you. In my experience, even companies hiring hundreds of people every year actually spend quite a lot of time reviewing profiles and care a lot about getting the right people for the job, at least for any non entry level position.