Ten years of experience, still failing phone screens
&gt; In theory a phone screen is supposed to evaluate whether a) this person would be good at the job being hired for and b) whether it&#x27;s worth investing another five hours in trying to hire this person.<p>They also screen whether or not you communicate well, your motivations for looking for work and whether that matches the role and future growth of the role, whether there are any logistical or compensation-based blockers to the role...<p>Frankly, getting all the deal-killers out of the way is the point of the phone screen. Figuring out whether you can actually do the job, and do it well, is for later phases of the interviews.<p>I feel like the hiring process is often misunderstood. The first screen is one of two things - if you are working with a company directly, it is just a screening for deal-killers. If you are working with an outside recruiter, it is them trying to understand you to know how to market you to the hiring manager.<p>In either situation, though, if they are getting into remote coding of algorithms on an initial phone screen, something is really off in their hiring process.