I read the parent as metaphorical; if we did code samples, code review would be expected, so since we do not, an equivalent review would be nice.

I get the sentiment but it’s very tricky; most places do a screen and then an interview and so review takes place during said interview, we are heavier allocated on “the screen” in a sense. It would be even more work in our circumstances to do so, since we have more people in that stage of the process than others.

Yes, I was making a more general comment (I think it does still apply whether there's actual code-exercises or not though).

If it's "too much work" for you, might be time to re-examine how much work you're asking for.

I also think these sorts of things select for candidates that have lots of time for "applying to places" (which will naturally select against people already in jobs, or who already value work/life balance).

Your process doesn't look as onerous as some I've seen for sure -- but perhaps you _should_ add a "screen" portion and thereby not ask for the "long form" work from candidates you'd reject anyway (also buying more time for meaningful feedback to those you do ask the work of).