Yeah, this hits home. I interview a lot of technical candidates and it's pretty hard to determine who is going to be a good contributor based on technical interviews. The other problem, which technical interviews don't address, is getting someone who's good at churning out code, but steps on everyone else in the process...I've definitely hired a few of those in the past, and it is a huge detriment to the team they end up on. Thanks for this great article, it helps. I still don't know what the right solution is (currently doing a take-home mini project with a team interview that's more focused on fit and some technical questions) but I'm pretty sure it doesn't involve a whiteboard.
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