Many good points in the OA but overall I don't think it jives well with the software field. Because in software there's such a lop-sided balance of power in fav

Many good points in the OA but overall I don't think it jives well with the software field. Because in software there's such a lop-sided balance of power in favor of the good programmer (due to talent rarity and availabilty) that it's much more important that the candidate has the skills, talent and availability. If a candidate sucks or is a faker the power lies with the potential employer. Otherwise it lies with the candidate. I also think the OA's advice misses out on the notion that it is a two-way street: the employer is also applying to the candidate for the priviledge of getting that person's future time and commitment, and taking on the opportunity costs that candidate will incur if they end up working for you.