Moreover, if someone has the skills on paper, and the references to support that, then any tech screening is unnecessary. It just tests for ability to pass tech screens.

If not, it might help to actually try this. Take an aggregate of 15 interviews in the next couple of months and you're bound to learn something. My hypothesis would be some new empathy for interviewees but maybe you find a better role at a better company in the process. If the worst case is that it is a colossal waste of time, then you again have found empathy for the interviewee.

Ultimately, you might be narrowing your pool of applicants to only those willing or unwitting to go through that process.