Why is Tech Interviewing Broken?

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Being an exceptional developer and being good at interviewing for that same developer job are two different skills.

A good interviewer will see through the candidate if the substance isn’t there. Likewise, they will be able to spot a diamond in the rough. Yet, interviewing is challenging.

But why is tech interviewing broken?

I will unwrap this question and cover the following topics:

• Why are technical interviews seen as broken these days?
• The pros and cons of the whiteboard interview
• The use of take-home projects in technical interviews
• Can AI compromise the interviewing process, and should we fear them?
• What should the ideal technical interview look like?

Why are technical interviews seen as broken these days?

Several factors lead to that sentiment:

• Technical interviews may lack relevance and test knowledge and skills outside the job scope. For example, the questions may be outdated or unrelated to the job.
• Technical interviews might be limited by the lack of a real-world context. They fail to adequately assess the degree to which candidates can apply their skills in realistic situations and determine whether they fit the role.
• “We want to see how you operate under stress.” Technical interviews can be stressful and intimidating. The stress can result in a poor evaluation of the candidate’s abilities and potential, even if they are well-suited for the role.
• Technical interviews often require considerable practice from the interviewee, but they also need proper preparation from the interviewer. An inadequately prepared interview will lack structure, and the interviewer will be unable to assess the candidate’s skills and knowledge appropriately and effectively.

The pros and cons of the whiteboard interview

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The whiteboard interview is the most hated interviewing practice among software engineers, which is even more exaggerated because many companies use it. Why? Well, the truth is that it has drawbacks but also huge benefits. Let me explain.

Drawbacks

• The whiteboard interviews offer limited real-world programming context. Writing a short algorithm tells us little about broader engineering skills such as teamwork, leadership, creativity, attention to detail, and soft skills.
• They often focus on the ability to recall specific information rather than working through complex problems or assessing their problem-solving skills.
• They create an artificial working environment—at no point in any developer’s day-to-day work do they need to recall an algorithm from memory and flawlessly execute it in 30 minutes, under stress, without googling, while others watch.
• Whiteboard interviews are isolating and do not allow candidates to collaborate, which is essential in many software development roles.

Benefits

• Whiteboard interviews are highly scalable and easily automated, hugely beneficial in high-volume hiring scenarios. Scalability and consistency are critical at enterprise-size hiring levels, where companies interview almost constantly.
• The whiteboard interviews ensure a fair assessment by offering a consistent and non-biased evaluation.

Crucial note on whiteboard interviews

Whiteboarding can be a helpful tool in the technical interview process. However, if used, it should not be the only step but one of several, including pair programming and technical discussions.

The use of take-home projects in technical interviews

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Many technology companies also use take-home projects as part of their interviewing process.

Take-home projects are an excellent way to interview software developers. Candidates can present their skills and abilities in a more realistic day-to-day environment, and the interviewing process works exceptionally well for individual contributor roles. We can evaluate their attention to detail, problem-solving skills, and capacity to work independently.

However, the most significant issue with the take-home projects is the time investment required and the sentiment of working “for free” (unpaid work).

If used, it is crucial to ensure the project is appropriately scoped and clearly communicates its expectations and guidelines.

Can AI compromise the interviewing process, and should we fear them?

In 2023 and 2024, we witnessed the rapid evolution of AI assistants, like Claude and ChatGPT, and them becoming increasingly sophisticated and capable of handling complex coding tasks. This raises legitimate questions about their impact on the technical interviewing process.

It’s now standard practice for working developers to leverage not just Google Search and Stack Overflow but also advanced AI assistants during their day-to-day work. These tools have become integral to the modern development workflow, helping with everything from generating boilerplate code to debugging complex issues and recommending architectural patterns. The real question isn’t whether candidates should be allowed to use AI tools during interviews but rather how they use them.

AI doesn’t need to undermine technical interviews—if done right

AI prompting requires technical expertise, and inefficient AI usage can slow candidates down. So, time constraints still matter.

Moreover, by observing how candidates interact with AI, we can reveal crucial information about their critical thinking (do they blindly implement suggestions or evaluate them carefully), problem decomposition abilities (how do they break down problems to make them AI-solvable), and technical judgment (can they distinguish between good and problematic AI suggestions).

AI tools aren’t a threat to the technical interview process—they’re an opportunity to evolve it

By incorporating AI into interviews explicitly, companies can better assess the skills that truly matter in today’s development environment, where AI collaboration is increasingly the norm.

Today, the most valuable developers aren’t those who can memorize algorithms or syntax but can effectively leverage the toolkit available to them—including AI—while maintaining the judgment, creativity, and systems thinking that remain uniquely human capabilities.

Rather than fighting this shift, we should embrace it and design interview processes that reflect the reality of modern software development.

What should the ideal technical interview look like?

We want employees who offer traits—it’s not only about the code.

Four key characteristics make up a top software engineer:

1. Technical and coding skills,
2. Understanding the engineering context,
3. Soft skills (communication, collaboration, and empathy),
4. Adaptability.

Here are some suggested interviewing techniques that will help you identify your unicorn engineer:

• Use a real-world problem by asking them to fix a bug or develop a new minor feature. This will offer a better insight into their technical abilities and problem-solving skills.
• Use pair programming to gain insight into your candidates’ coding style, collaboration ability, and communication skills.
• Schedule a technical discussion to unravel their experience and gain insight into their technical knowledge, expertise, and ability to communicate their thoughts and ideas
• Include behavioral interviews to gauge communication skills, leadership style, and teamwork ability.