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

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

Asking easier interview questions can be more predictive of a candidate's success than harder questions, as it reveals both the correctness of the answer and the candidate's problem-solving process.

Interviews are the worst way to evaluate engineers, except for all the other options available, so it's essential to make the interview process as accurate as possible.

Companies often look for different qualities in engineers, which can lead to confusion. It's crucial to clarify the specific skills and traits desired for the role being filled.

Even if engineers are better at evaluating other engineers, the existence of recruiters suggests there are efficiencies in the hiring process that are not immediately apparent.

The very best engineers have different brain structures and problem-solving approaches, which is often underestimated by institutions.

Identifying the difference between strong engineers requires specialized skills, similar to how few can hear a 'blue note' in music.

A great engineer seeks certainty and can become frustrated when they only see problems after years of work, but convincing them to stay can lead to critical breakthroughs.