It's not necessarily a reflection on the team you are going to be in.
Large companies have the problem that they get 100's if not 1000's of applicants for a role, and so HR screen them before they even get to the hiring manager.
And whether HR screen via keyword search, AI CV reading, online tests, phone screens or AI interviews - it's always massively imperfect - as the HR recruiter doesn't have the expertise of the hiring manager.
That's assuming they open up a role for public applications, I think (assume, believe, etc) that these companies will have internal recruiters reaching out first before opening it to the public.
That works better but is expensive - quite often you have to show the public route has failed before you can justify active recruitment.
Also large companies intrinsically know that in the end active recruitment is a bit of a zero sum game - you poach your competitors staff they poach yours - so there is a hesitancy in getting involved in that game.
I have seen people who are actively recruited ( hey we think your great please apply ), who are then forced to do these kind of HR screenings ( because that's the process ). This clearly doesn't make any sense and sends entirely the wrong signal.
Large companies have the problem that they get 100's if not 1000's of applicants for a role, and so HR screen them before they even get to the hiring manager.
And whether HR screen via keyword search, AI CV reading, online tests, phone screens or AI interviews - it's always massively imperfect - as the HR recruiter doesn't have the expertise of the hiring manager.