As a hiring manager here is what I do when I do interviews: 1. I don't do anything with code. No whiteboard. I usually don't even ask code related questions.

As a hiring manager here is what I do when I do interviews: 1. I don't do anything with code. No whiteboard. I usually don't even ask code related questions. Code literacy is a silent prerequisite. You wouldn't waste a lawyer's time asking if they could read books. 2. I talk to people. Soft skills are more important than tech skills. I want to see how they converse, their confidence, and their level of comfort. 3. I do ask technical questions and I ask them fast. It takes AI time to generate an answer. I am looking at speed of response. If the candidate needs to pause to think about a creative answer that's fine, because I am watching for that too. When they pause are they reading something from a screen or are they using their body language to convey they are using their imagination. I also pivot on the fly to other subjects between questions. 4. When I ask technical questions I try to make them as open ended as possible so that there is no single right answer. I want to know what the candidate would do in a given scenario. If I circle back on the same question 20 minutes later will I get the same answer? 5. I can usually make a determination about a candidate within 7-9 minutes of talking with them, but I schedule an hour to really make it more of a conversation and dive a bit deeper. 6. I don't really care about ASD in my current line of work, because in enterprise API management you will spend the majority of your time performing requirements discovery/analysis as opposed to writing code. So, it really is about the soft skills. If I were to go back to JavaScript I would absolutely look for ASD in the interview. Here is what I would look for: 6a. Frequency of first person pronouns. Does the candidate like to talk about themselves or is it more about a product or skill? 6b. Can the candidate measure things? Ask them to demonstrate some manner of technical performance analysis with numbers. 6c. Ask questions to inform of a bias. Does the candidate prefer objectivity when building something from scratch or must everything, even the most trivial of things, be familiar and comforting. 6d. On a scale between reckless and safety where the candidate land and how do they control for it? As the candidate answers my questions I am really only just listening enough to know where to pivot for the next question in rudely short time. Most of what I am paying attention to is where the candidate's eyes go between talking to me versus answering a challenging question. I am also looking for the level of relaxation in the candidate's body and the stress in their voice.