The very specific rules of the problem are that you are evaluating one person on a single metric, and you must choose to hire/reject them before viewing the next. You must know in advance how many people you will be evaluating. This is why it's the "secretary problem." You're interviewing 10 candidates and only evaluating them on typing speed. Once you see their typing speed you must hire or reject on the spot. The optimal strategy is to always reject the first 37% of your sample candidates, then hire the next candidate to beat their score (or hire the last person you interview if none beat them).
In college, we joked that this is optimal dating strategy, because dating still kind of works this way. You decide how high you're willing to go on your body count, and then use this strategy to decide who to settle down with.
As you describe it, (A) does not apply because it isn't about "the best person in the world" it's about the candidate sample you have. (B) doesn't apply because this is a post-hire rejection. You can keep your candidates "warm" and interview the entire batch, then decide among the batch who you want to hire, or not hire and continue.
It's a nice idea, but there's probably a better optimal stopping model than secretary problem for what you're doing.