Correct. It's also possible that, as a candidate, demonstrating token emotional attachment to a job posting positively correlates with advancing through the candidate funnel.
Your strategy is yours to choose.
Your strategy is yours to choose.
PS: I had someone insist on the opposite process where they only looked at people who HR rejected, their team was awesome if a little odd.
Clearly this is not going to scale, but it really depends more on other companies being defective not a poor culture at your company.
PS: I am more of the opinion that focusing on great people is a mistake. Most competent people can be great, when in a role and team that fits them.
This seems like a reasonable deal to me.