I've probably been involved with 500 interviews at this point, primarily as a technical screener. If a candidate is applying for a job that requires working wit

I've probably been involved with 500 interviews at this point, primarily as a technical screener. If a candidate is applying for a job that requires working with code in some capacity, it would be foolish not to test and quantify those skills. Someone that muddles through but has fun and learns something during a tough interview is more likely to progress through the pipeline than an "expert" with a chip on their shoulder. I've witnessed a handful of "highly experienced" candidates make it to the onsite interview stage and then epically botch it purely with their attitude when asked to actually solve a problem within a set of constraints (isn't that what engineering is?) In almost all those cases, there were subtle red flags the resume or earlier round of interviews, and the interview question was intentionally designed to dig into those flags. The difference is that a candidate with a good attitude and growth potential is usually worth hiring even if they're not a fit for the role they applied for, and so the hiring manager will get creative trying to make something work. Perhaps some of the well known tech companies don't put the same level of care into their interview pipelines, and then folk become jaded and irrational? Does anyone remember that Office episode where Ray Romano interviews for the manager position and talks about how all his old coworkers are jerks while eating a sandwich out of his briefcase?