Imagine you have enough high-quality candidates such that you could have every single employee interviewing candidates all day every day, doing no other work. What do you do?

In the real world, most engineers top out at one or two phone screens a week, and/or one or two on-site interviews a week. Sometimes more. Each is 45 minutes at least, usually an hour. Each involves writing deliberate, thoughtful feedback and a professional assessment. Candidates that do well lead to decision meetings that take more time for all the interviewers to discuss -- candidates that do poorly can circuit-break.

Then there is scheduling! Is there physical space available for the candidate to interview? Can we get all the necessary interviewers? What if one or more of them can't make it (sick, etc.)? What if the candidate needs to reschedule? Time zones? Holidays?

Imagine Stripe has 100 recruiters (this is at least accurate within an order of magnitude). What does the back-of-the-napkin math look like for their maximum interviewing bandwidth?

Hiring is a really hard problem, even for well-equipped organizations. Even the best in the world do it badly sometimes. And the anecdote cases tend to shout the loudest. Maybe you had a typo on your resume. Maybe other candidates looked better. Maybe there is a nasty rumor about you. Maybe the recruiter was having a bad day. Or maybe you were just unlucky and arbitrarily cut.