This same effect is similar when given technical interviews. As someone who has given hundreds of technical interviews, when you design your coding task, give t

This same effect is similar when given technical interviews. As someone who has given hundreds of technical interviews, when you design your coding task, give the candidate 3x the time it takes you (or someone else of similar leveling as the candidate) to do. The problem should also be based on a real thing the team has done and then distilled down to remove as much work-context as possible. So a 2hr assignment should generally take the interviewer about 40min max. And an interviewer should never hand out a question or task they themselves have not solved. This rule is generally applicable in in-person interviews where candidates usually have 45m-1hr and are nervous and on-the-spot. The question should take the interviewer about 15 minutes, and don't forget to have time to talk through their solution and give time at the end for their questions. And the last piece of interviewer advice for now: look for reasons to hire the person. Identify what would this person add to the team and company. It is easy to find flaws in everyone. Anyway, tangential to the article but relevant enough to share I think.