I've worked in organizations where management had a technical background (previously worked as programmers or some related technical role earlier in their caree

I've worked in organizations where management had a technical background (previously worked as programmers or some related technical role earlier in their career) or a non-technical background (degree in business or "MIS", tell people they're technical but all they did is write some basic like 20 years ago in one class or wrote HTML in some class one time). The technical management makes better hiring decisions, in my experience. Among the technical management, at two of the FAANGs I've worked at, hiring decisions are made based on algorithmic/coding interviews, which can be decent for evaluating fresh grads but not so great with more experienced hires. I agree with your principles you bulleted. However, I've also worked at organizations where those were part of our hiring requirements, yet, management was hyper focused on just filling heads because "deadlines". This is a pattern I've gotten used to at this point. I don't have a solution for it other than to push back, at least when you're directly being pressured to hire some candidate just to meet a deadline.