Interviews tuned properly for the position are almost always 95% talking with a decent trial/probation period. If they have the general credentials and can talk competently about the detail work, there is no benefit for either party doing these asinine code challenges.

The problems that spawn these leetcode barriers are WAY better solved at the source.

Prob 1: the interviewer doesn’t know shit about the actual role. I know it’s an uncommon opinion, but this should just not happen ever. I would gladly sit in on a speaking interview for my would-be coworkers, with the hiring manager, to check this. And the actual manager should be present and knowledgeable too. But 3 employees doing something is too much $ I guess.

Prob 2: credentials and high degrees are prolific, super mandatory, but also treated like they are meaningless. Experience is borderline ignored entirely. Worked with a software deeply for 10 years, but your cert is out of date? You won’t even get past the computerized HR filter. But because this is so openly stupid, companies tack on leetcode as another filter instead of rethinking the value of experience and relying on probation and bullshit detectors.