I totally understand your point of view, but looking at it from the other side it’s not as simple. We had candidates with 10+ years of experience in their resume, talking to them it seemed they know what they’re doing, they showed some of the code they’ve supposedly written. Then they got hired and it turned out they can’t code - their PRs are below junior level, constant bugs, communication is abysmal, they overshoot their estimations by 3-4x, etc.
Thus happened to us twice, and after we introduced a simple live coding session to our interviews where you have to implement a simple real world web component (for a frontend position) suddenly the problem of bad hires disappeared almost entirely (you can’t judge someone’s character during a short interview but that’s another issue).
Thus happened to us twice, and after we introduced a simple live coding session to our interviews where you have to implement a simple real world web component (for a frontend position) suddenly the problem of bad hires disappeared almost entirely (you can’t judge someone’s character during a short interview but that’s another issue).