I think some of the stuff in this story reminds me of the crazy MBA interview shit someone was telling me about going through just recently. For example, Amazo

I think some of the stuff in this story reminds me of the crazy MBA interview shit someone was telling me about going through just recently. For example, Amazon had a "bar raiser" who'd be somewhat intentionally offputting and as part of the interview they gauged your response to this person's mannerisms. Same with the frequent and seemingly chaotic interview situation. Two different "tactics" meant to determine how you handle unexpected situations. "The Interview" is such terrible black magic, there's simply no way these techniques provide reliable predictivity towards someone's success in their job. I would love to hear about specific metrics regarding expected vs. actual success, and while I know it'd be impossible to know how someone would have done had you hired them, you can at least know how well someone did who you did hire, based on your expectations. Like, if someone scores "well" on the "Is it cool if I take my shoes off during this?" stress test, does that actually make them more likely to be a good employee? I currently believe no one in HR knows the answer to that question, though the assumption is largely, "Yes."