Why not just get written feedback from interviewers rather than adding so much drama? Yes, social dynamics can play a significant role if you pull everyone into a room to hear their initial opinions. And worse if you have more than their peers in that discussion. Instead, if you get written feedback from each interviewer first, then you can skip the entire discussion sometimes and discuss on the candidates that had support via a normal discussion. If the hiring manager has the final say, they should run those discussions (not the hiring manager's boss, as implied). Also, any company that "was trying to hire around 30 developers at top speed" has bigger problems with management than how to hire.
Because in many countries writing down feedback creates a liability.
There are a lot of people not aware that their thoughts and feelings towards candidates constitute discrimination, and in the event of an employee or class action going to trial - written statements collected like you’ve suggested can easily create a view of systemic discrimination at any sufficiently large company.
Additionally the threshold and context for discrimination changes over time.
One day, you saying a candidate was too meek or reserved may be grounds for discrimination if they’re not in a customer or heavily-networking/presentation role.
