Whenever this topic arises, I always find myself returning to the idea of 'hire lightly, fire lightly'. That you can 'measure talent' by arbitrary nonsense lik

Whenever this topic arises, I always find myself returning to the idea of 'hire lightly, fire lightly'. That you can 'measure talent' by arbitrary nonsense like whiteboarding or regurgitation of CS curriculum has been demonstrated as a fallacy so often that it should be understood by now--but it isn't. So: change the shape of the talent pipeline. Hire lightly, give them a chance, evaluate, learn. Fire if necessary. Sure, go ahead and look for patterns and potential metrics, but don't overthink it.