I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed to be interviewing a c

I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed to be interviewing a candidate for. If teams would prepare ahead of time, they would create a schedule for the process with specific steps for specific areas of interest: personality and fit, general algorithms, design approach experience, domain expertise If core to the role, ability to work well with others, general approach to the craft, approach to quality, money expectations, check for previous projects, references, etc. I have been in interviews where 8 people try to compete to see who asks the most bad axx question with no flow whatsoever. Or other times is the "big shot" with experience on the latest framework of the day who has no experience in other things at all. What a waste of time. My approach sometimes, particularly with the younger interviewers, is to pause the interview, ask them what they are interested in knowing, and then give them some hints, through comments, about the questions they should be asking me. For "how many balloons fit in this building" question, I ask what is the purpose of the question. Sometimes they don't know! Then I say "let's figure this out together." And then have a little fun together while showing estimation skillS or asking clarifying questions: is it regular children balloons or hot air ones? For coding questions: pull out the laptop and show them. People: prepare your interviews. Candidates: take control of the interview if the company didn't. You already invested the time so might as well help turn it around.