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> only for candidates who don't have experience developing in our core stack

If you're looking for top talent it wouldn't be measured against any singular tech stack. I tend to take positions on stacks where I'm unfamiliar, and no I wouldn't complete homework. Employers are competing for the good candidates and should have a process of identifying them without hoops.

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I'd love to hear your thoughts on the right process. We want to make it easy for the candidate too. Care to share your feedback/opinions?

When I'm interviewing senior candidates or being interviewed, my preferred first interview is a conversation about interests, past work, and areas of future work. Depending on the ability to communicate effectively and deeply about topics of shared knowledge and interests that will decide the next steps. It also gives a good idea of the candidate and the company in the process. The best use of time all around. I have yet to be 'duped' by an imposter by this process. Some may be slightly underwhelming but I've yet to regret a hire or being hired.

I do that as well and that still doesn't tell you much. It's a good first screen filter but isn't always sufficient. For senior candidates though, I agree that a homework assignment is not the best qualification process.

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