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.

I have had a dud rate of about 8-12% over the past 15 years. However, only 1/3rd of those were duds because they fooled me. It was almost always personality issues that I didn't anticipate; not getting on well with other people on the team, etc.

One of those that fooled me came in hot because he had started a popular testing framework, so I didn't dig. I fooled myself by accepting him based on the reputation of the project, not the person. Lesson learned.

However, I would like to turn the question around and brag a moment about how amazing some of the hires were. I hired the creator of Sass, a future Basecamp developer, several future founders. No whiteboards in sight.