The issue I have with this interview style is that there’s no data to suggest that this results in selecting for engineers that can do the job best. Furthermore

The issue I have with this interview style is that there’s no data to suggest that this results in selecting for engineers that can do the job best. Furthermore, it tends to leave rather little time for the candidate to ask many questions to the interviewers about things that may matter more such as “what does your code review process look like?” and “how are tests done?” Far too many times I’ve gone through these kinds of interviews and wound up in a horrendous codebase anyway, so fat good hiring for all these people that can do programming puzzles alright in an interview has done for an end result. The better indicator I’ve seen for that is a matter of culture and testing for that is really hard either direction. I’m pretty happy with how my company does it now. A code sample on a fairly simple problem designed to determine how their pull requests would look as well as how much direction they need. On-site is a series of design discussions with algorithmic questions about data structures to use and the tools / services that make sense. Primarily meant to hire senior engineers rather than juniors, but that’s our objective now.