> compel a candidate to regurgitate memorized algorithms
That's not what the author's question was about. Rather, it presented a problem, and wanted to see some approaches to that problem and a discussion of their properties (runtime, limitations, etc.).
> how do you approach solving problems
> Do you think learning new things is exciting? Are you able to admit you don't know something and do you feel comfortable asking for help when you're stuck?
All very reasonable criteria. So how do you evaluate a candidate on those metrics, if not by giving example problems? (ideally different ones: a few theoretical ones like the one under discussion here, a few practical ones with access to google/Stackoverflow/etc.)
> do you have an interesting personality that I'd like to interact with every day
That's your prerogative, of course, but I wouldn't make that a hiring criterion. I have colleagues who are incredibly boring, yet deliver solid consistent results. Who cares about their personality?
> Rather, it presented a problem, and wanted to see some approaches to that problem and a discussion of their properties
I suppose I perceive the narrative differently; it really sounds like the author has a complex roleplaying scenario in mind, where there's a base assumption that he is the smartest person in the room and pre-plans 3-4 moments where he can assert this. If I was the candidate, I would be praying that this guy isn't my direct boss.
> So how do you evaluate a candidate on those metrics, if not by giving example problems?
Simple: I talk to them and get them talking about how they have solved problems in the past. I will dig in on interesting points and take careful note of telling details.
Perhaps this will help: I have enough experience as a developer that I can tell very quickly where the person I'm talking to falls on the skill spectrum. Part of my negative reaction to this post is that I sense the author does as well; however, where he chooses to make them feel small, I just keep asking questions because I want to give them more opportunities to sell me on their strengths. Their ability to whiteboard leetcode in an interview has laughably close to zero relationship to how they will perform on a Wednesday in jeans without feeling like they are being interrogated, so I largely skip that.
If you cannot quickly tell someone's experience (or BS level) from talking with them, then this interview style will not work for you.
> Who cares about their personality?
We have to agree to disagree here. Personality is huge, probably just behind potential. In real terms, if I am going to spend more time with my coworkers than I am with my life partner, they better be trending towards great company.
One of the questions I ask myself during an interview is whether I would want to be in a band with this person. If I wouldn't enjoy driving across the country in a van with them, what makes me think I would be able to do my best work if I'm trapped doing it with someone I don't like?
There are enough brilliant nice people in the world that I can comfortably avoid hiring brilliant jerks and come out way ahead on every metric.
That's not what the author's question was about. Rather, it presented a problem, and wanted to see some approaches to that problem and a discussion of their properties (runtime, limitations, etc.).
> how do you approach solving problems > Do you think learning new things is exciting? Are you able to admit you don't know something and do you feel comfortable asking for help when you're stuck?
All very reasonable criteria. So how do you evaluate a candidate on those metrics, if not by giving example problems? (ideally different ones: a few theoretical ones like the one under discussion here, a few practical ones with access to google/Stackoverflow/etc.)
> do you have an interesting personality that I'd like to interact with every day
That's your prerogative, of course, but I wouldn't make that a hiring criterion. I have colleagues who are incredibly boring, yet deliver solid consistent results. Who cares about their personality?