Really good interviewers and really bad interviewers both have idiosyncratic candidate judging methods. Startups, when they start to hire at scale, try to stan

Really good interviewers and really bad interviewers both have idiosyncratic candidate judging methods. Startups, when they start to hire at scale, try to standardize a methodology to compare apples to apples -- to avoid really bad (arbitrary) interview experiences in favor of predictable experiences even if those experiences are not excellent. They look for interviewer formulae they can plug a random company developer, who would probably rather be working on something else, into.