Yeah, no. At least, not to test the technical proficiency of a potential team member. Instead, have a conversation about how to solve a well defined problem. U

Yeah, no. At least, not to test the technical proficiency of a potential team member. Instead, have a conversation about how to solve a well defined problem. Use the whiteboard to record potential solutions in high level terms, or if the candidate chooses, to note key concepts or concerns. Your interview environment should be a "staging" environment for your day to day operation. The interview should gauge how the candidate might affect your development process. Once the interview ends, snap a picture of it. When you're debating candidates and try to remember your impression of them and how they contributed. Consider the sum of the input they verbalized and the input they wrote. That should give you a good idea of what they'll offer - well, along with your impression of them to that point.