It seems many acknowledge that the Google process (and other similar ones) is very flawed with a high false negative rate, but it's considered ok because there'

It seems many acknowledge that the Google process (and other similar ones) is very flawed with a high false negative rate, but it's considered ok because there's a flood of talent always applying to Google. Maybe this used to be true, but I don't think it's true anymore. It's very likely still true in the fresh graduate to early 20's age range of candidates. But at this point, senior engineers know what this process is about. And I think many are deciding to just avoid this process since it's very biased against senior engineers (who are rusty on DS and algorithms and don't have time to study it like a second job). So the flood of senior talent is probably less now than it used to be. But Google doesn't care. The main reason is, success hides all failures. They're still generating billions in revenue every quarter. Until those numbers change, no one is going to care about fixing a broken process like this. Next time I look for a new job, I'm going to start with this list: https://github.com/poteto/hiring-without-whiteboards https://github.com/poteto/hiring-without-whiteboards and give priority to companies that don't have this type of process. I hope more companies recognize that they can get a big competitive advantage for senior engineering talent by not copying the Google process.