So, I wonder what kind of people are getting hired by "interview" games? Are these interviewing techniques bringing in high-caliber people? Or are they bringi

So, I wonder what kind of people are getting hired by "interview" games? Are these interviewing techniques bringing in high-caliber people? Or are they bringing in the highest-caliber people they can bring in. Are you hiring people from well-established firms, or hiring people from companies that are just that much farther off. I guess what I'm wondering is are the people applying doing so because of the opportunity to work on interesting challenges, or are they just people who have a worse job and really have nothing to lose by applying. I look at these week long games and wonder what incentive is there for someone in my position to apply? It's useless to talk about numbers unless you also talk about results. And hiring 50% or 75% of people that jump through hoops is a useless number. If those same people are just people coming out from college or jumping from another startup, is the number really impressive? My thought is no. The additional games seem more like over-compensation for a deficiency.