That's really not how it works in Big Tech. The company is ravenous for anyone and everyone in the world who clears "the bar." Requisitions and headcount quotas are a way of apportioning bar-clearing candidates among teams/EMs, but the company never reaches some state of having filled the open positions and being done with hiring. And as an individual engineer, you're expected to help interview for sister teams (sometimes quite distantly related) so you never do either.
Even when hiring for my own team I have never seen a discussion like "okay we've seen 7 candidates for this role, let's pick the best one." It is always just take it or leave it for each candidate as they come. The goal is to get as many people as possible in the door. Making the interview easier would fit our goals quite well, it's just a social taboo, so instead we do things like cast a wider net and spend more hours interviewing.
That's really not how it works in Big Tech. The company is ravenous for anyone and everyone in the world who clears "the bar." Requisitions and headcount quotas are a way of apportioning bar-clearing candidates among teams/EMs, but the company never reaches some state of having filled the open positions and being done with hiring. And as an individual engineer, you're expected to help interview for sister teams (sometimes quite distantly related) so you never do either.
Even when hiring for my own team I have never seen a discussion like "okay we've seen 7 candidates for this role, let's pick the best one." It is always just take it or leave it for each candidate as they come. The goal is to get as many people as possible in the door. Making the interview easier would fit our goals quite well, it's just a social taboo, so instead we do things like cast a wider net and spend more hours interviewing.