I'm not a software developer. I have passable understanding of what computer science is, and what goes into software (a few semesters of programming at a bad le

I'm not a software developer. I have passable understanding of what computer science is, and what goes into software (a few semesters of programming at a bad level). The following list is some things I keep in my list of ideal interview parameters/meta-questions. I'm not sure if they are really for me, since I doubt I would ever be interviewing a developer for a job, but who knows, maybe I'll need to find a technical person some time. 1. I feel strongly that people should be allowed to prepare for interviews by seeing the actual questions. In fact, I think the questions should be public. What might these questions be? I want to immediately know if someone took the time to do some diligence and also to make certain that my own biases didn't cause me to avoid hard questions for candidates I liked. 2. I don't want to ask something which can be easily googled. Simple answers aren't any good; I need something where it is open ended enough and the answers to the question can be "good enough" where I feel the completeness is sufficient for the role. 3. I need to be able to practically communicate what the real purpose of the role is. the Job posting will not always be allowed to do that, but through the interview I need to make it clear what work I actually need done. Should I do this via questions (keep this a secret from the interviewer) or tell them the honest truth and risk losing potentially excellent employees. Both employee and employer have high frictional costs in this case. 4. Interviews are a mostly artificial format - similar things do happen in sales and client-facing scenarios, but usually in a toned down way. In an interview, the risk of performance is entirely on the person interviewing, in a customer-facing scenario, the person is representing the company, but also has the company support behind them. How could you put the interview into a position where the interviewee felt as if the company interviewing them would back them up to help them succeed? (could you do a pair interview where someone already hired for the role helps them work on an interview problem, while someone else interviews them?)