I think that technical hiring managers tend to get obsessed with finding the "ultimate" interview question as a short-cut for evaluating candidates. The probl

I think that technical hiring managers tend to get obsessed with finding the "ultimate" interview question as a short-cut for evaluating candidates. The problem is that such a question doesn't exist, or rather, that it may very well be a different question for every possible combination of interviewer and interviewee. The OP and those who take his advice are going to get lost in the weeds if they try to read too much into the answer to this "super question". Just pay attention to what the candidate is saying, their background, their responses to behavioral questions, their personality and their aptitudes. There's no shortcuts and there's a huge heap of subjectivity required to assess somebody for "fit". Modern organizations have been hiring people for decades. If there were actually a "best way" to hire/evaluate people, everyone would be using it.