I think selecting a first-line interviewing strategy depends on how many candidates you have for the job. Do you have a large number of candidates for a small

I think selecting a first-line interviewing strategy depends on how many candidates you have for the job. Do you have a large number of candidates for a small number of positions? Then tune your process to very quickly eliminate anyone who might not make the cut, at the cost of many false negatives (qualified people who are removed from the process due to e.g. not knowing trivia). This is the Google approach. Do you have a small number of candidates? Then interview for comprehension/ability to think and work with others, at the cost of more time spent interviewing and potentially more time spent mentoring qualified hires in specific trivia/skills needed to execute. This is the smaller company/less-well-known company approach. Most of the truly egregious failures in interviewing (not just in software!) come about due to companies picking the wrong strategy given their situation.