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.

Interviewing is a skill that requires training; it's important to develop a structured approach to evaluate candidates effectively.

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.

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.

When pre-screening candidates, we evaluate programming productivity, academic computer science skills, debugging abilities, and system design capabilities.

When using hiring marketplaces, be proactive in reaching out to candidates, as demand for good engineering talent exceeds supply.

It's important to consider the candidate experience during interviews, as a positive experience increases the likelihood of accepting an offer and improves performance.

If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.

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