Fwiw, my current screening is: first resume screening, then I send candidates a simple programming exercise that sort of is in our domain. I can assess the deli

Fwiw, my current screening is: first resume screening, then I send candidates a simple programming exercise that sort of is in our domain. I can assess the delivered work in around five to ten minutes, so it scales well. Then a further skills/team fit check through interviews, and for those who survive that, the expensive bit: pairing with developers on actual production code. Especially the exercise works as a good screen. We get quite a number of "deafening silence" responses, which says something about the candidate's motivation. We also get responses where people try to show off alternative language skills but deliver something totally non-idiomatic. And we get good submissions, showing some patterns knowledge, unit testing, at cetera. These typically end up being hired.