> There are some folks like Tripplebyte who are trying to solve this by pre-qualifying candidates, but I don't think the problem will really be solved until we

> There are some folks like Tripplebyte who are trying to solve this by pre-qualifying candidates, but I don't think the problem will really be solved until we form a software engineering licensing board. Take a test once, and then take a refresher course every couple of years to maintain your license. It's risky. Licensure often becomes a wage-protection cartel, and if so, does little to guarantee the quality of licensees. Another problem is that there are many levels of skill demanded by the industry, though maybe you can have a bevy of licenses that qualify a person for various roles. That's my principle issue with the OP: they don't attempt to control for the possibility that people who hate technical interviews are most likely the people who didn't get the job they wanted. If you're working at company X and think, "I hate this shitty IT job, I'm smart enough to get a real developer position" and interview at company Y and learn that, no, you aren't, that's a hard pill to swallow. Yes, we all ought to find our zen and accept that no one has all the talent they wish they had. But people are human, so we're liable to blame the messenger, which is the technical interview.