Companies typically make offers to only 2-8% of all engineers who apply, with significant variation in where candidates drop off in the hiring process.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

The best engineers typically pass about 80% of their interviews, indicating that failing some questions is common and not a reflection of overall skill.

The success rate of hires can be misleading; surveys indicate that only about 10% of hires are considered top performers, while many others may not meet expectations.

Despite being one of the most coveted jobs, software developers face high burnout rates, with 83% experiencing burnout and a significant number seeking new jobs due to dissatisfaction.

Engineering interviewing is a field where many common beliefs are misleading; for instance, evaluating past work does not predict job performance as effectively as practical programming assignments.

There's a huge amount of noise in the interview process; candidates who do well at one company may fail at another, and the agreement between interviewers can be as low as that of movie reviewers.

The secretary theorem suggests that when hiring, you should interview candidates for about a third of the time before making a decision, allowing you to set a standard for what qualifies as a good candidate.

No engineer passes all their interviews, highlighting the inconsistency and noise in the interview process.