Hey, post author here. Apologies if it sounded paternalistic, that was definitely not the intention.
I would argue that 40-50 senior people in one place would be rather an exception from the norm, and your company would be quite an outlier on the bell curve. If all of you are not just seniors, but also had first-hand experience participating (or even building) in hiring loops of the large companies, then you would have all the necessary knowledge of why those rituals were created, and why. The point of the blog post was that this is usually not the case, so the imitation is the only option.
Could you elaborate on your hiring loop? Which of the stages is the most effective and brings you the most value?
Just my opinion, but I think this line comes across as a little too condescending or perhaps paternalistic. I work at a small (40-50 ppl) unknown to you company and all of us (so far) are senior in our fields and largely have FAMGAN experience on our CVs. We’re not just cargo culting, but rather taking things from the FAMGAN hiring processes that make sense and using them.