We don't even hire our marketing people this way. They still get technical interviews, just toned down a bit. LRC circuits are all but a given for the marketi

We don't even hire our marketing people this way. They still get technical interviews, just toned down a bit. LRC circuits are all but a given for the marketing interviews I do. I don't want to work with someone who has absolutely no idea how the things he's selling works. As for technical positions, well, we all know this is absolute bullshit. In particular, regarding Seth's question whether a junior guy can veto an interviewee: yes! If the senior guys happen to ask things that the candidate does well on, but the junior guy exposes a serious hole, we don't hire. In fact, our argument is precisely the inverse of the one Seth makes here: if we didn't think it was important to listen to everone's opinion, they wouldn't be on the interview schedule. In my mind, nothing is likely to replace 6-8 hours of difficult technical interviews, not because this is a perfect strategy, but because there seemingly isn't a better one. I'd love to be proved wrong, though.