[biztos]

> What makes software engineering so special that we need a different interview process?

The combination of absurd profitability (of which the tiny slice allocated to employees still seems like a lot) and a complete lack of any actual objective measure of quality.

Because there's no way to really test whether someone is good at programming other than hiring them and seeing how it goes, and because there is an effectively limitless amount of money to spend trying to organize a "solution" to this problem, and because learning enough about each candidate to make a properly educated guess doesn't "scale" enough for fast-growth companies, senior management has plenty of room and lots of incentive to look like they've got it figured out.

For some, this is following their creative whims; for most, it's "do what FAANG does because it must be working, look at all the money they make."

Anyway that's my opinion on it. If I ever have the power to change hiring at any large scale, I'll probably follow my own creative whims and make it even worse.

[Retric]

I have conducted a fair number of interviews and never been surprised at their on the job skills. I really don’t see much of a difference between interviewing people for coding positions and management etc.

Leetcode style tests meanwhile are simply a waste of time. I might as well ask someone if they have seen that problem before and know the trick.