It's either important and expensive or it isn't. I wouldn't be "shocked" by anything. I used to be a recruiter. In my current dev position, I have absolutely nu

It's either important and expensive or it isn't. I wouldn't be "shocked" by anything. I used to be a recruiter. In my current dev position, I have absolutely nuked candidates by asking basic questions that the managers (who were eager to hire someone to fill a spot) and other devs (who would feel uncomfortable if they asked the question and hence didn't) failed to ask. A candidate who will try to bullshit me about something he doesn't actually know is someone who will waste time on projects by not using all the resources available to him to find the correct solution (this usually involves being brave enough to ask questions if you don't understand something). If my future depends on your success, then I'm going to ask questions that will make me feel like I can trust my future in your hands. If a manager is getting paid $150K a year and it costs $200K to fire a bad employee, then "when they're ready" is the correct metric to use.