>Companies should be focusing on a candidate's ability to synthesize information, to rank problems based on their importance and to communicate simply and clear

>Companies should be focusing on a candidate's ability to synthesize information, to rank problems based on their importance and to communicate simply and clearly So, from my non-tech perspective, that's just every single job at every single employer. Any position I've had that has been in charge of hiring people - I am acutely aware that I can teach the position. I can teach the technical aspects and detail knowledge of how to do a job. What I can't teach is the ability to prioritize, critically think, and communicate appropriately. Those are real talents. I guess what I'm saying is - tech companies are garbage at evaluating for those things, because (I would argue) all/nearly all companies are garbage at evaluating for those things. It doesn't matter if it's a tech company, garbage company, or insurance company - they're all (again, my experience) equally garbage at finding those skills in people through their standard interview processes. If you figure out how to implement a standard interview process to evaluate for the three things you list, you will be the world's first trillionaire.