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This is something we're able to do too by encouraging people to reapply and tracking how much they've improved between technical interviews. It makes sense for companies to do this too but they don't, mostly because it's never any single person's area of focus.

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Can you share more information about your findings here?

More specifically, has any company ever been content with the delta in experience/knowledge a candidate might have gained between interviews, enough to hire them? This as opposed to continuing to evaluate the candidate against an absolute benchmark.

Because if not, then this sort of evaluation doesn't really help, does it?

If people reapply wouldn't they know the interview already? Seems to me TB is obsessed with UDP and thinks it is 70% of what engineering is all about.

User Datagram Protocol? What gives you that impression? In any case, we run several versions of the interview, to allow people to reapply

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