At my previous employer an interviewer would go through an interview panel, give a presentation, get taken out to a nice lunch with a few people (which was absolutely another interview), and 1-2 more interview panels followed by a discussion with the director. Each interview panels would have several members of the division (typically 5-6). There was no "hiring manager", intentionally so.
The whole process is more like serious dating leading to potential marriage, but there were good reasons for it. People often work on multiple projects with multiple people, and those projects would end and others begin over time, but the goal was to have people stay. It's really painful to have people leave (because their institutional knowledge left with them). In addition, nobody wanted to have to constantly work with jerks. So the goal was to try to determine if the candidate would be able to work with many other people, and vice versa. We especially wanted to know if candidates were curious (a very good sign) and could explain themselves in a presentation (because that was a common need).
We didn't invite people until we already read something they'd written & talked with them on the phone, so we tried to not invite people until they were a plausible fit.
Nothing is perfect, and it definitely required time from the interviewee, but there were reasons for it.
At my previous employer an interviewer would go through an interview panel, give a presentation, get taken out to a nice lunch with a few people (which was absolutely another interview), and 1-2 more interview panels followed by a discussion with the director. Each interview panels would have several members of the division (typically 5-6). There was no "hiring manager", intentionally so.
The whole process is more like serious dating leading to potential marriage, but there were good reasons for it. People often work on multiple projects with multiple people, and those projects would end and others begin over time, but the goal was to have people stay. It's really painful to have people leave (because their institutional knowledge left with them). In addition, nobody wanted to have to constantly work with jerks. So the goal was to try to determine if the candidate would be able to work with many other people, and vice versa. We especially wanted to know if candidates were curious (a very good sign) and could explain themselves in a presentation (because that was a common need).
We didn't invite people until we already read something they'd written & talked with them on the phone, so we tried to not invite people until they were a plausible fit.
Nothing is perfect, and it definitely required time from the interviewee, but there were reasons for it.