Yeah; that's what I've preferred to do. Interestingly, I've had just as good results with the hires I've made regardless of the process used, from whiteboard coding that is little more than fizzbuzz, to actual pairing with an engineer on a real problem, to leetcode, across multiple different companies. Maybe the softer parts of the the interview, which was largely the same (and prioritized people who could talk intelligently about stuff on their resume, those who when led to places they had no experience were comfortable saying "I don't know" or similar, and those who seemed interested in learning new things), was better for distinguishing mediocre from excellent (with the coding being helpful for distinguishing imposters from everyone else).