I have been hiring technical people for about 18 years. 15 years for my own business. I stopped with all the bullshit questions years ago. My own research into

I have been hiring technical people for about 18 years. 15 years for my own business. I stopped with all the bullshit questions years ago. My own research into which approach to interviewing is the "best" turned out to be a tossup. You can spend a day, or even days to go through a gruelling interview schedule, and your success rate won't be significantly higher. We are not Google, we don't have their needs, and we don't have the resources. If I'm looking for a dev or ops person, and your CV matches the skills I am looking for, and I have a good feeling about how you present yourself on paper (decent cover letter, decent CV, etc.)you'll be invited for a formal interview, where we will discuss your CV (tell me a bit more about this job you list here, etc.) takes anywhere between 15 to 60 minutes. If there is a connection and a good vibe, your next interview will be informally, in the pub, with the rest of the team to see how you get on. This approach has netted me a higher percentage of succesful long term hires then any other approach. I trust that if you apply for a developer position, you will actually be able to cope. Your skillset will be determined during your probation period, which is something I make clear beforehand. Your probation is where we see how good your skills are.