> Actually, please don't do this resource burning with startups or other SMBs, unless it's clear they want to burn resources

Startups are fine scheduling candidates for 5-6 rounds of interviews, they should be fine with the occasional tire-kicker

> Startups are fine scheduling candidates for 5-6 rounds of interviews,

Not all startups are like that, and you might not know in advance.

Though, incidentally, I did find one about a month ago, and I will take this moment of inspiration to complain about it, constructively.

I bowed out of an imminent offer, because I thought that the CTO's gauntlet of evaluation steps was a sign of the day-to-day I should expect: that I would only be valued like an untrusted junior commodity worker.

(I have a lot of experience, my detailed resume shows that, and I'd been patient and met more than halfway with the process.)

Meanwhile, the initial pitch about why I might want to work there had worn off, after 5+ calls and a takehome. I wasn't going to invest any more time+energy+soul, submitting to the final grilling/hazing step, of a job I no longer wanted.

ProTip: Unless you are a FAANG, or are paying FAANG-like money, don't act like one towards prospective hires/colleagues. Otherwise, you should expect to hire only people who are moderately good at interviewing (good enough to pass your nonsense, but not the nonsense of the people who pay more). And you should expect them to hop without loyalty, because you do FAANG arrogance and nonsense, without paying for the privilege.

You can't know your market worth without putting yourself on the market.