Hmm honestly there are better ways to let your employees get to know a candidate than a 1-hour tech screen - how about a 15-minute chat instead? And if you nee

Hmm honestly there are better ways to let your employees get to know a candidate than a 1-hour tech screen - how about a 15-minute chat instead? And if you need a tech competency bar that fresh college grads generally do better on than experienced devs to manufacture a social consensus on fairness, I feel your team does not trust the interviewers enough. My idea of a collaborative working culture is where 1. we trust each employee to do their job well enough that we do not have to look over their shoulder 2. we respect each employee enough that we value their time 3. we can work together with low friction I would not characterize these positions as a lack of humility. The use of 'monkey' was in the sense of OPs use of "dance monkey" where candidates go through a ritualized process that tests little but mostly serves to preserve a social illusion of fairness. Pedigree is one thing, actual experience and references to back it up absolutely is a reason to "bend the bar" unless preserving the appearance of fairness is more important than actually evaluating skill. But overall, thank god for free choice. These are very different value systems I think - manifesting as differences in interview style, but they are more fundamental political differences.