> If an elite candidate balks, then you've learned something about them: they'd rather your process suck and keep sucking than take any time to help fix it. Tha

> If an elite candidate balks, then you've learned something about them: they'd rather your process suck and keep sucking than take any time to help fix it. That sounds to me like someone who isn't prepared to invest their time and energy in your team. Yeah, no. A thousand times no. The interview process isn't just you (the company) interviewing the developer, it's the developer interviewing your company. If I saw tons of red flags suggesting: * a lack of knowledge about the software development process * a lack of respect for the time of others, paid or unpaid * a lack of standardized tooling and an unwillingness to use it * a lack of flexibility (e.g. the inability to recognize multiple ways of accomplishing the same task or to go off script) * a dependence upon non-managers to pick up after managers and administrative staff * a surplus of bureaucracy or bikeshedding through which people exercise power * kool-aid and enthusiasm instead of proper remuneration I'd respectfully excuse myself from further contact and run the other way. New positions come with limited authority. Few good employees get excited about working their way up the respect ladder just to finally get the chance to tell everyone how inefficient they're being. And it certainly doesn't build those new team relationships to get hired and immediately turn around and scrap the recruiting process. Yes, there are polite ways to approach someone about bad processes, but there are some people who don't like advice, even if it's polite. If they mention that they're clueless about hiring and that they want help, yeah, you can pitch in. But that's pretty rare in interviews, as it's not usually a positive factor in attracting talent. Fixing broken code is one thing. That just planning with some T&M. Fixing a broken culture or business model is another. Usually that involves offending some old goat(s), playing politics, advocating for transitions, and in general stepping on lots of toes. That's not a software developer - that's a business consultant. There's a reason why those are generally not employees. If you're wanting business advice, throw an extra zero on the end of the compensation and give them the actual authority to make changes. Then they'll be glad to give you all the unsolicited advice you can stand. But don't expect people interviewing for non-managerial positions to be able to (or want to) do your job for you. Some people enjoy that, but just as many hate it. And that preference has absolutely nothing to do with their skill or work ethic. It's kind of obvious that no one really knows how the perfect way to select good software developers through the interview process. That's why we put up with interviews. But a bad interview can be sufficient reason to skip a potential employer.