I worked for a company where every year we'd do a developer off-site and come up with technical interview challenges. Then, during the meeting, a group of devs

I worked for a company where every year we'd do a developer off-site and come up with technical interview challenges. Then, during the meeting, a group of devs would have to complete the challenge under the same constraints as a potential interviewee. That was a pretty good way to figure out whether the challenges were appropriate to pose to candidates. But yes, I've definitely encountered interview questions posed by a company I worked for that I probably would have flunked. And I've tried my best to push back on those, when it was clear that they were designed more as an ego booster for the person who designed it than as a tool for accurately assessing skills necessary to perform well in the open role. One thing I would recommend, for companies that have similar issues, is to lean more on your most junior and most senior engineers, rather than mid-level and early senior engineers, when crafting things like coding challenges and architecture/design sessions. They're often the ones who will approach the task with the most humility.