You don't "just have strong foundations in CS," you also have strong foundations in interviewing, whether you consciously developed those skills or not. The pro

You don't "just have strong foundations in CS," you also have strong foundations in interviewing, whether you consciously developed those skills or not. The problem is that those interviewing skills aren't really relevant to the job, so they shouldn't be part of the interview. I once had a candidate who completely bombed the interview, one of the worst interviews I've ever done, but he had a great portfolio. I took the risk and hired him on instinct and he turned out to be an amazing frontend developer who just doesn't do well when he's on the spot standing in front of someone. Years later I recommended him to someone else who was hiring, with the caveat that "he's going to bomb the interview," which he did. The guy called me back and said, "I can't hire someone who did that badly on the interview" and I told him, "do it, you won't regret it, I promise you." He did make the hire, and it predictably went great. Interviews work well for salespeople because interview skills and sales skills overlap a lot. Interviews don't work as well for engineers because interview skills and engineering skills overlap very little. It's just a large injection of noise into the hiring process.