I think I would just hang up on an outsourced interview like you describe. If the company can't take the time to talk to me that tells me a lot about how they t

I think I would just hang up on an outsourced interview like you describe. If the company can't take the time to talk to me that tells me a lot about how they treat their people. Back when I had to interview for jobs I would try to turn the tables as early as possible. I would do my research on the company and their business. I would ask questions about the job, the company, the people. I would try to get the interviewer(s) to tell me about their job. People generally like to talk about themselves so I'd try to get them going on that. Of course you have to get in front of the right people -- an outsourced screening team probably can't even talk about the details of the job. I get why companies do this. They want to screen out unqualified candidates early in the process, because big companies get lots of applicants. I don't think the way many companies go about this works. I've been in the position of hiring at places that get hundreds of applicants for a job, and there's no way we could interview all of them face-to-face. I don't think brain teasers or algorithm questions are useful, though. I used to prepare questions relevant to the job for screening and interviewing. And I would ask questions to determine if the applicant had done any research -- astonishing how many people get to an interview without knowing the first thing about the company or what kind of work they might do there.