FWIW, my experience (hiring mostly operations roles) is often the opposite—I find for non-senior roles that I usually reach the end of a hiring process, and am making a pretty arbitrary choice between multiple candidates who both seem quite good on the (relatively weak) evidence from the hiring round. But, I also think RP filters a lot less heavily on culture fit / value alignment for ops roles than CEA does, which might be the relevant factor making this difference.
FWIW, my experience (hiring mostly operations roles) is often the opposite—I find for non-senior roles that I usually reach the end of a hiring process, and am making a pretty arbitrary choice between multiple candidates who both seem quite good on the (relatively weak) evidence from the hiring round. But, I also think RP filters a lot less heavily on culture fit / value alignment for ops roles than CEA does, which might be the relevant factor making this difference.