Lots of companies do that, fwiw...though I agree that many companies may benefit from doing it more instead of blindly following the &quot;big tech&quot; whiteboard style.<p>Here&#x27;s the thing about the whiteboard coding interviews:<p>A) There&#x27;s a huge false negative rate. I.E. a lot of good engineers get turned down because of a bad whiteboard exercise.<p>B) The &quot;big tech&quot; companies know this and <i>do not care</i>.  They have people who want to work there lined up out the door.  The whiteboard interview is setup to <i>minimize false positives</i>.<p>C) The above argument can possibly be made in favor of the pair programming&#x2F;&quot;do what you&#x27;ll actually be doing&quot; type of interview and with even less false negatives, but frankly those interviews are harder and more time consuming on the interviewer(s). Additionally, the whiteboard panel gives 5-6 people time to meet and speak with the candidate instead of 1-2 which helps to mitigate the effects of any personal biases that might be present.<p>Tl;Dr - the whiteboard interviews actually work well when you have a giant pool of potentials and only optimize for minimizing false positives.