[LnxPrgr3]

Counterexample: I did not apply to, nor interview for, my current gig, and I'm not cheating by working for myself.

And I bet almost everyone reading this has worked with at least one person they think shouldn't have survived the interview, and that person was making a boatload because they convinced the boss they're brilliant. Meanwhile 90% of their day was spent talking about how great they are, and 10% creating new bugs, and no one dared say anything because the thought of them being more "productive" was horrifying.

'It' mostly successfully matches employees to employers, but the quality of those matches may vary wildly.

Interview processes also vary wildly—you can't really say that it works without defining 'it.' Are we talking multiple technical screens that require writing code or a single fluffy buzzword-laden conversation with a C-level? Both have failure modes, but those failure modes sure are different.

[Spooky23]

> Interview processes also vary wildly—you can't really say that it works without defining 'it.' Are we talking multiple technical screens that require writing code or a single fluffy buzzword-laden conversation with a C-level? Both have failure modes, but those failure modes sure are different.

End of the day, everything evens out. People add the structure they need when they hire people. If your engineering interview process for some detail oriented gig is buzzword trivia with the CIO, the company will probably tank anyway. Conversely, if you do some nerd-fest whiteboard interview for a CTO in a bigger organization, you're probably not getting the right outcome either.

[LnxPrgr3]

Did you read the article? People add the structure they think they need to interviews, but are clearly able to troll themselves into worsening their judgments by requiring steps that not only don't help, but actively hurt.

And this is a near universal phenomenon. Almost everyone wants to "get to know the candidate."