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So I can model our why you’d say that is better than typical job interview if you scope the “job to be done” of the job interview as a skills assessment. I think this is fundamentally not the desired output of job interviews as a business process.
I'd assume current level of ability is actually a relatively less important factor than general ability to think/do stuff/talk about it, but I wouldn't guess you'd get a very good picture of any of that by making someone work through shallow toy problems under extreme stress
Given a situation where there were already plenty of employees at the level needed to handle a workload, I’d absolutely hire on potential and plan to grow people. From what I’ve seen though it feels like most places hire because they need skill now. Still broken, but deeper.
Seems like a game where you lose today (with growth too slow for the runway) or lose worse tomorrow (by building up a noncohesive & stagnant staff)...? If you're in charge of hiring & have to play this game, you might *want* a low-res process that introduces plausible deniability
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Tech interviews are just actually scary
