You may be filtering your pipeline according to the wrong criteria, and rejecting candidates strong in algorithms but weak(er) in JS specific or framework-speci

You may be filtering your pipeline according to the wrong criteria, and rejecting candidates strong in algorithms but weak(er) in JS specific or framework-specific stuff at a stage that's too early. Or those candidates may be unicorns -- usually the early-career people who like thinking about recursion don't jump into applying to frontend roles, which they see (wrongly IMO) as a lower tech, design-oriented kind of role. If it's an entry-level role and you don't have good signals for the steps prior to the interview, maybe consider a pre-interview assignment that includes some asynchronous concepts, and administer it much earlier in the pipeline. That's a slightly lesser investment but should be as good a signal. If it's a senior role, then your questions are way too easy, but also you should go on Linkedin and ask individual people with good experience to apply, that's what everyone else is doing. Edited to add: Well, I saw in your other answers that you are filtering candidates based on "really wanting" the job very early in the process... I work in a region that is not the hottest job market wise and even here no one could afford to do this. Software devs are just too in demand... you're going to get pretty mercenary candidates unless you go with personal referrals. If the non-technical aspects of the candidates are more important, which with your ordering of the hiring pipeline it sounds like they are, then you need to consider hiring fewer people and growing less fast, pr hiring for fit first and training the recursion skills later.