1) I could tolerate HR screening for completely random people, who apply via a web form or cold email. Of course, I don't think I have ever hired or seen someone hired that way.
Anyone who comes in as a referral (from investors, employees, friends, etc.) shouldn't be speaking to anyone in HR until after an offer letter is signed. The only possible exception would be having HR handle travel arrangements for on-site interview, but even that should probably be handled by whoever does travel for the team in general (or the hiring manager if everyone normally does it themselves).
HR involvement will basically add zero value AND screen against your most competent 10% of candidates.
I'd probably walk out if an HR person talked to me, or someone tried to put HR in as a gatekeeper. I have met a couple of minimally competent HR people ever, and many more who were criminally incompetent.
2) 2-3 interviews with multiple people in each can work. It really depends on the role. What I'd probably prefer is 2 real interviews with 1-3 people in each, and then lunch where you get to meet a bunch more people casually (and basically be sold on the company), and then after lunch, an interview with founders (if they weren't in already). You can short circuit and send people home after the morning meetings if they're horrible, and after lunch if they're not-hire-now-but-maybe-in-the-future-or-may-have-competent-friends.
Anyone who comes in as a referral (from investors, employees, friends, etc.) shouldn't be speaking to anyone in HR until after an offer letter is signed. The only possible exception would be having HR handle travel arrangements for on-site interview, but even that should probably be handled by whoever does travel for the team in general (or the hiring manager if everyone normally does it themselves).
HR involvement will basically add zero value AND screen against your most competent 10% of candidates.
I'd probably walk out if an HR person talked to me, or someone tried to put HR in as a gatekeeper. I have met a couple of minimally competent HR people ever, and many more who were criminally incompetent.
2) 2-3 interviews with multiple people in each can work. It really depends on the role. What I'd probably prefer is 2 real interviews with 1-3 people in each, and then lunch where you get to meet a bunch more people casually (and basically be sold on the company), and then after lunch, an interview with founders (if they weren't in already). You can short circuit and send people home after the morning meetings if they're horrible, and after lunch if they're not-hire-now-but-maybe-in-the-future-or-may-have-competent-friends.