> In this context, a white-board interview would normally come later in the process, when we already have a rapport with the candidate, and the goal would not b

> In this context, a white-board interview would normally come later in the process, when we already have a rapport with the candidate, and the goal would not be to "catch" a candidate with tricky questions, but rather to see how well a candidate is able to reason through a problem collaboratively in real time, which is something I would expect to happen in the team setting with some regularity. It's even more of a team chemistry evaluation as a problem solving test. If your goal is to see how they reason through a problem collaboratively, then doesn't it make sense to actually collaborate with them? I.e. instead of asking questions, take a problem that you don't know the answer to either, and team up on it. When I'm solving a problem I sometimes do use a whiteboard, but that depends on the nature of the problem--if it's heavily data structure oriented, for example, then a whiteboard is useful for drawing out the data structures. I don't think I've ever written a line of code or pseudocode on a whiteboard board as part of collaborative problem solving: that's just not useful when you could be writing actual code on a shared screen. TL;DR: While I agree with your goals here, I don't think the method we're discussing actually achieves those goals.