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As a side effect, I imagine that this will lead to a very high hiring bar.

Without the ability & incentive to hire someone "junior," every interviewer will compare the new hire to their inflated view of themselves.

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I’ve worked at two startups where some variation of the interviewer defining the bar by comparing themselves to candidate occurred. In both cases, it had negative effects on team culture and company dysfunction

I guess it depends on the person. The author mentions this isn’t a strategy applicable outside the realm of startups. Having worked in that environment, you’re often looking to hire whoever competent you can find to help with the immense backlog you would naturally have.

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