With LLMs making remote coding tests unreliable, the new standard is face-to-face interviews focused on practical problems. Instead of abstract algorithms, candidates are asked to fix failing tests or debug code, assessing their real-world problem-solving skills which are much harder to fake.

Use the maxim, "How someone does anything tells you how they do everything." Assess a candidate's preparation for the interview itself. Their research, note-taking, and follow-up are direct predictors of their future diligence and performance in the role.

A common hiring mistake is prioritizing a conversational 'vibe check' over assessing actual skills. A much better approach is to give candidates a project that simulates the job's core responsibilities, providing a direct and clean signal of their capabilities.

To assess critical thinking, send C-level candidates your board deck under NDA before the interview. Use the conversation to gauge their feedback. A candidate who only offers praise is a red flag; the best candidates will challenge your thinking and provide constructive criticism.

Instead of asking hypothetical questions, present senior candidates with a real, complex problem your business is currently facing. The worst case is free consulting; the best case is finding someone who can implement the solution they devise.

Ditch standard FANG interview questions. Instead, ask candidates to describe a messy but valuable project they shipped. The best candidates will tell an authentic, automatic story with personal anecdotes. Their fluency and detail reveal true experience, whereas hesitation or generic answers expose a lack of depth.

For high-level leadership roles, skip hypothetical case studies. Instead, present candidates with your company's actual, current problems. The worst-case scenario is free, high-quality consulting. The best case is finding someone who can not only devise a solution but also implement it, making the interview process far more valuable.

Ineffective interviews try to catch candidates failing. A better approach models a collaborative rally: see how they handle challenging questions and if they can return the ball effectively. The goal is to simulate real-world problem-solving, not just grill them under pressure.

Instead of broad questions, Musk drills down into a single problem, often one he knows well, to gauge a candidate's depth of knowledge and detect if they are exaggerating their contributions. This 'video game' approach tests how many layers of a problem a candidate can get through.