This is a great way to hire people who all meet a homogenous standard of behavior. It’s absolutely efficient from an engineering standpoint to eliminate weak li

This is a great way to hire people who all meet a homogenous standard of behavior. It’s absolutely efficient from an engineering standpoint to eliminate weak links who can’t solve basic engineering problems. It creates a team of people who are good at tests, and good in testing environments. However, there are so many things that make an engineer great that have nothing to do with how they solve problems but who they are, how dedicated to improvement they are, etc. But they may not be someone who: -thinks quickly on their feet - finds this type of situation tolerable - may have disabilities one can’t see that would make this kind of interview difficult for them - have personality challenges or anxiety in social situations that make interviews like this impossibly difficult The list of reasons that “whiteboard testing interviews” don’t work well is long. I don’t think there’s anything wrong with this approach if that’s the kind of organization you want to build. But it does tend to create homogeny and act as a gatekeeper for “those who do not fit in.” Some of the very best engineers I have ever hired would never make it though this interview. But they were amazing engineers who did world class work.