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I run our interviewing process as well and fully agree with you. An interview process that most closely mirrors "real work" gets much better results. Some of

I run our interviewing process as well and fully agree with you. An interview process that most closely mirrors "real work" gets much better results. Some of the best people we've had were really terrible at algorithms and leet code, but wrote quality code (that they tested!), had strong work ethics, were willing to be around off-hours for the occasional production outage, took ownership/accountability for their tasks, and were enjoyable people to work with/around. It's good to have at least one person on the team who is good with algorithms and stuff for those times when that comes up, but having that be a requirement for everyone on the team is an anti-pattern IMHO

joshstrange 1y ago
I completely agree. We've had almost every candidate (even some we _didn't_ hire) thank us for the interview process and how we went out of our way to make it stress-free and representative of the job. I'm not interested in tricking people or trying to show off "look how smart we are and how hard our test was"... puke. I want to work with solid performers who don't play games, why would I start that relationship off by playing a bunch of stupid games (silly interview tests/process)? And here's the thing, even with our somewhat easier/less-stress testing process, we still got high quality hires and have had very few cases where we have later had to let someone go due to not being able to do the job. This isn't a "hire fast, fire fast" situation.