I'm sorry, but this sounds very strange from someone claiming to know about interviewing and hiring.
You need an engineering manager to filter out SAP programmers who want to be a senior full stack engineer? You need an engineering manager to figure out someone only has 1.5 years of experience?
How many people are you interviewing? How many positions are you filling? Seems like you would realistically need about 5-10 phone screens plus 1 or 2 in person interviews to fill a position. 3 if your phone screens were really off the mark.
I'm actually curious who hired you. Because this sounds like dismal operations management. Seriously, you seem to be a great example of how much a bad hire can cost a company.
"Seems like you would realistically need about 5-10 phone screens plus 1 or 2 in person interviews to fill a position. 3 if your phone screens were really off the mark." Just curious what your thought process is to arrive at these numbers?
Also in this thread: piles of people complaining hr runs hiring. We have an eng manager run hiring for our eng. You: bring back hr to review resumes!.
We're hiring on the order of 15 eng over the next calendar year. Ask anyone who has actually done this (say, for example, the folks at yc) hiring is incredibly expensive. I saw an interview where an Asana founder said he spent perhaps 20% - I can't recall, but significant percentage -- of his time hiring. That's super senior executive time focused on getting employees in.