Great is God's Zoo. The candidate may embellish and fuzz thing (both on the CV and verbally), mixing what they did with what the team did, color things to make

Great is God's Zoo. The candidate may embellish and fuzz thing (both on the CV and verbally), mixing what they did with what the team did, color things to make themselves look better, etc. In certain parts of the world, that's just the normal behaviour in interview loops, and the loop takes it into account. Sometimes you remove the extra "marketing layer" and still have a good candidate --- sometimes not. If you're Google or similar, you can afford to throw such candidates out even at the recruiter screening stage. But in other companies, probably even in the 3rd quartile, you may need to fish in these waters. Example: does "shipped" mean it went into production and users were using it, or, does it mean you gave the source code to the client and then you have no clue what happened to it? Does "Airflow" on the CV mean you once played with it for a blog post, or you used it in production for 5 years? Does "Manager" mean you were managing the people and accountable for delivery, or you were in a lot of meetings? You can weed out _some_ of the poor candidates in 15 minutes, but not _all_ of them, not even close. But the point of the interview loop is to weed out _most_ of poor candidates. The fact that a somebody once got a job after a 15 minute interview is completely irrelevant.