Comment by neilv

> What are our options?

* Take a candidate's track record into account. Talk with them about it.

* Show that you're experienced yourself, by being able to tell something about what someone would be like to work with, by talking with them.

* Get a reputation for your company not tolerating dishonesty. If someone cheats in an interview and gets caught, they're banned there, all the interviewers will know, and the cheater might also start to get a reputation beyond that company. (Bonus: Company reputation for valuing honesty is attractive to people who don't want dishonest coworkers.)

* Treat people like a colleague, trying to assess whether it's a good match. You're not going to be perfectly aligned (e.g., the candidate or the company/role might be a bit out of the other's league right now), but to some degree you both want it to be a good match for both parties. Work as far as you can with that.

(Don't do this: Leetcode hazing, to establish the dynamic of them being there to dance for your approval, so hopefully they'll be negged, and will seek your approval, won't think critically about how competent and viable your self/team/company are, and will also be less likely to get uppity when you make a lowball offer. Which incidentally places the burden of rehearsing for Leetcode ritual performances upon the entire field, at huge cost.)