The first part is pretty good, but only if the interviewer is a great engineer. If the interviewer is a good engineer, they won't ask the right questions, or will misinterpret answers, and miss details. If the interviewer is a poor engineer, they will simply look for someone just like them. If the interviewer isn't an engineer at all, anyone who can talk about code will sound good enough.
The interview panel should not be skipped. You want different people in the company to look for different things based on their own experiences. And you want enough time to ask a large enough variety of questions that little things you didn't expect will come out. Just because the first interview was great doesn't mean the second won't expose a red flag. The people asking and interpreting the questions matters as much as the questions themselves.
Don't skip people just because they don't have code to show. People who have tons of personal code might also be incredibly opinionated and insufferable and think they are expert engineers when really they are just experts at building sand castles. People with no code might not like to code for fun, or might just have a bunch of half-finished embarrassing toy projects that will make them feel bad to show you. It should be sufficient to show them code and have them tell you about it.
Yes, you do want to ask deep questions. But you should also ask easy general questions, and silly questions.
Also, if you are an engineer, you probably don't understand about 50% of what hiring a person actually entails, because you have not been tasked with dealing with all the human frailties and political and economic and social and other aspects of human beings working for companies. Do not think you are an expert on hiring just because you have been hired before or performed interviews.
The first part is pretty good, but only if the interviewer is a great engineer. If the interviewer is a good engineer, they won't ask the right questions, or will misinterpret answers, and miss details. If the interviewer is a poor engineer, they will simply look for someone just like them. If the interviewer isn't an engineer at all, anyone who can talk about code will sound good enough.
The interview panel should not be skipped. You want different people in the company to look for different things based on their own experiences. And you want enough time to ask a large enough variety of questions that little things you didn't expect will come out. Just because the first interview was great doesn't mean the second won't expose a red flag. The people asking and interpreting the questions matters as much as the questions themselves.
Don't skip people just because they don't have code to show. People who have tons of personal code might also be incredibly opinionated and insufferable and think they are expert engineers when really they are just experts at building sand castles. People with no code might not like to code for fun, or might just have a bunch of half-finished embarrassing toy projects that will make them feel bad to show you. It should be sufficient to show them code and have them tell you about it.
Yes, you do want to ask deep questions. But you should also ask easy general questions, and silly questions.
Also, if you are an engineer, you probably don't understand about 50% of what hiring a person actually entails, because you have not been tasked with dealing with all the human frailties and political and economic and social and other aspects of human beings working for companies. Do not think you are an expert on hiring just because you have been hired before or performed interviews.