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This has nothing to do with hiring processes.

Agreed. The implication that a lack of algorithms testing during software engineering interviews has much of anything to do with successful innovation, as opposed to the infinitude of other factors that go into commercializing a product, is unpersuasive.

And do these leetcode style questions test innovation at all? I don't think they're asking candidates to invent new algorithms.

Hiring talented people that will build innovative products has nothing to do with hiring processes?

Talent that is evaluated in, effectively, one dimension? Commercializing a product successfully is a highly multi-dimensional endeavor.

Even building a reasonably well-functioning engineering team is highly multi-dimensional.

My 2c is that culture around work (in general - not specific to tech) and pay in Europe are a much bigger contribution than hiring. By no means am I trying to disparage European engineers or those who stay for a myriad of good reasons. But, it's also clear that some of the best EU engineers would rather work in the US for much higher pay. Even companies like Google* pay much worse if you work on YouTube in Paris vs the US.

* at least in the past from talking to peers

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