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For many years I only did this, but in most cases I was just one of several other interviewers. Then I was the lead at a small startup where I was the only tec

For many years I only did this, but in most cases I was just one of several other interviewers. Then I was the lead at a small startup where I was the only technical interviewer, led to a nightmare situation. The person could talk the talk but had dismal output in practice and was super defensive when things were on the line. Took a lot of work to convince others in the org he had to go as he was charismatic with excuses, personal issues, etc. Never again. Now I grill people and only consider offers where I was sufficiently grilled, in real time, to ensure I'm around people who can do the job.

bluejekyll 8y ago
If they were able to BS through the behavioral interview, then most likely, you didn't go deep enough. I haven't been burned by this process once. I have gotten to the end of an interview and decided a candidate was not being forth coming on details, and turned them down, but I've never ended up with someone getting through where it was a complete disaster. That's not to say that there haven't been people that weren't perfect and ended up letting go, or they decided to leave themselves. Behavioral interviews when done properly get very detailed. I often am able to discover exactly how much of the HTTP stack someone has worked on, for example, down to choices on parameters at the TCP layer, or asyncio libraries.