[jkaplowitz]

Only sometimes is your historical deep-dive approach going to give you the right signal.

I’ve been out of work for a couple of years due to complicated immigration reasons, and I was most recently a people manager (although with a few direct technical tasks still). I honestly don’t remember many of the deep technical details of things to which I genuinely contributed significantly as an individual contributor or tech lead, despite those being entirely real and despite me still being a capable hands-on technical person. I’ve had so many jobs recently reject me for reasons like this without giving me a chance to actually demonstrate what I can do.

Memory tests are biased toward people who did the work recently, and biased against people with ADHD (who often have worse long-term memory for such details without being worse hires).

The coding interview shouldn’t be just a blind submit and wait for feedback, nor a live rushed and high-pressure puzzle test (you’re quite right in that regard). Ideally it should be the candidate doing what’s expected to be 1-3 hours of work asynchronously at their convenience within a period of a few days, and then discussing (maybe even presenting/demoing) live in a way that shows deep technical understanding and good communication skills. That avoids conflating memory tests with technical tests. Certain live coding tests can also be okay, but I agree it’s easy to make them unnecessarily uncomfortable with a false signal either way.