I'll addressing two things from your post 1) is there a better way and 2) show me the defect that you fixed. 1) There definitely is a better way. It involves e

I'll addressing two things from your post 1) is there a better way and 2) show me the defect that you fixed. 1) There definitely is a better way. It involves engaging with your potential long-term officemate for longer than a 45 minute face-to-face session. Have them write actual, working code (or whatever... depending on their intended role) -- maybe even pay them for the time they spend on this process with you, so they don't feel like you wasted their time if you decide not to hire them. Basically, approach this function with the same level seriousness and goodwill that you'd bring to any business dealing with people outside your company. What is that you say? You don't have time for that style of hiring process? Well you can either have a better process or a fast/simple process for judging people for long term compatibility. People generally don't get into long term relationships with other people after a 45 minute (mostly one-way) quiz. 2) Do you really expect a working professional to remember the details of each bug that they fixed in their career? Won't it have been better to simply concoct another piece of code with the bug they fixed and see if they can spot it with the familiarity of someone who's seen something like it before.