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Their criteria, for top ten.
In one of my rare stints on the other side of the table, I ended up with two out of nine after telephone interviews.
That wasn't some HR restriction, it was that one was a junior and the other six were lets say not really up to scratch.
How they got on the list puzzles me, never mind the top of it.

One of the two is one of the best young developers I've ever worked with, but I was left with the feeling that was more luck than judgement. It's not that rare a skill mix, after all I can do it. So I suspect they turned down some good candidates through ignorance or incompetence.

My usual approach is to tell the recruiter whether I think I'm suitable, their opinion on the matter, is at best not worth considering.

I sell myself as competent, brilliant I leave to those that are, and those that claim they are...