A university student created a genAI tool to skate through FAANG job interviews:

According to Lee, these interviews often cover topics no one will ever see on the job. Instead, it's a performance for executives. "It's whether you've seen the problem before, memorized the solution, and can act like this is your first time seeing the problem," he said. "The answer to a lot of these problems is so algorithmic. They're also just not representative at all of what you do as a programmer on the job."

(Source: Gizmodo, "A Student Used AI to Beat Amazon’s Brutal Technical Interview. He Got an Offer and Someone Tattled to His University")

While I don't agree with every point the student has raised, one point in particular resonates:

Tech hiring needs a lot of work.

I hesitate to use the word "broken," because it's become cliche. But overall, tech job interviews are not what they should be.

Reflecting on my own experiences, and those of colleagues, I've noticed some clear interviewer (anti)patterns:

• using the interview to demonstrate how they're smarter than the candidate.

• bragging about how difficult the company was.

• offering a show of dominance.

When I describe this to friends who work outside of tech, they are stunned. To them it sounds disorganized and needlessly challenging. Because it is! It's the exact opposite of how you should attract and retain talent.

(There are some exceptions, sure. And when I've helped clients with hiring, I've always made sure the interviews were relevant to the job at hand. But from what I've seen, that is more rare than it should be.)