The current state of hiring reflects two facts:<p>1. A single bad hire can do immense damage to a team and organization. I never fully appreciated this until I saw the consequences of bad hires, and as a hiring manager it&#x27;s one of my biggest fears.<p>2. Labor laws and HR exist. You can&#x27;t just willy-nilly fire people, there&#x27;s a process in any well-functioning company to protect employees from management and vise versa. As a hiring manager this will generally reflect poorly on you.<p>This has caused interviewers, who are in the position of power, to make the process thorough and straining to protect themselves.<p>In many ways my philosophy has been shifting to the article&#x27;s, which is to grow much more slowly and carefully. I don&#x27;t think this scales well, but it leads to a personal process I can feel good about. I&#x27;ve been networking to meet people within the community, and I hope my future hires either come through personal knowledge of them or vetted referrals.<p>Google is actually capable of this kind of interview, but it&#x27;s rare. I was referred to a manager a few years ago by an ex-coworker, and the whole process was great. I met the whole team, I went to lunch with the manager, he told me I could contact him if I had any questions, etc. I didn&#x27;t end up joining, but I left with a very positive opinion of the manager and team.