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The question I have in regards to your suggestion is, how scalable is it ? Can/could it be applied to a FAANG-sized company ? I'm not rejecting any of your points, its just that every time someone critiques the current hiring practices they fail to provide an alternative system that does not introduce other problems (the first and most notable one is scalability, but there are many others)

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I think a conversation is eminently scalable. If an organisation cannot devote 30 minutes to checking if someone they're about to hire is at all competent, then that organisation has much, much bigger problems than hiring.

The current process also requires dedicated employee time to administer, after all - this takes no more time, involves less employee prep, and (crucially) might be valuable.

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