I tell candidates to bring some code--any code--they wrote and are particularly proud of. Then in the interview, I have them teach me how it works, tell me abo

I tell candidates to bring some code--any code--they wrote and are particularly proud of. Then in the interview, I have them teach me how it works, tell me about potential improvements, and describe rationale. In my experience, this has been a quick and effective measure, both technical and behavioral. I find it immoral to ask candidates to put in hours of uncompensated work they wouldn't have normally done. And I don't think it gives good data. Once we hired a dev with zero experience with the platform, language, libraries, or tooling. It was clear from the interview they had skills, though. After two weeks, they were producing good code. After a month, great code. Absolute win. And they never would have been picked by a "spend 16 hours making us a demo project" company.