Amazon's hiring criteria is that a candidate must be better then 50% of current employee in their role (the bar); this is where the "bar raiser" concept comes from. So from their perspective statistically, half of their current employees wouldn't make it through the interview process if they went through it again.
This is magical numbers thinking by shape rotators.
How does one qualify the new candidate being better than 50% of current team.
Better than 50% at what?
Every role has many dimensions, and most members of the team have a mixed set of strengths. You form a cohesive package if you hire complementary people and get 2+2=5 type of output.
The idea that everyone can be treated as an interchangeable cog and objectively, quantitatively ranked is pure silliness.
