I don't think we do. The modus operandi is to cast a wide net, interview any potential candidate that have at least some chance to pass the technical interviews (based on resume or referral, recruiters don't dig very deep). Pre-screener is 1-2 coding interviews, then if ok, on-site interviews. I believe lots of big tech companies, including FAANGs, proceed this way.

Fair enough. My experience is that contract recruiters will not even pass pre-screen candidates that they "hear negative scuttlebutt about". I understand it, they want to send candidates with what they think are the most likely to be hired, and my experience is that the recruiters understanding of "likely" may unconsciously bias them.

Employed on site recruiters you can have a good conversation with and say "Even if you hear they are not good, if they check the boxes on where we're looking I would like to review." Which, given they are evaluated by candidates delivered rather than candidates hired, works out.