Comment by smugglerFlynn

> we have to replace them with something that works

We don't. The simple solution is to stop maintaining the illusion that 100% perfect hire is possible.

Design your post-hire process around imperfect hiring rate / quick feedback loop, and accept the losses (they will happen anyway despite any perfectionistic illusions you choose to maintain).

These are few questions that really matter:

   - Is there a track record of delivering meaningful results?
   - Does their past experience seem credible?
   - Are their soft skills and communication skills up to your expectations?
   - Do they demonstrate adequate hard skills for the role?
   - What interests and motivates them on professional and personal level?

Your interview process will always be just an attempt at answering these somewhat accurately, with diminishing returns after a certain point. Getting actual accurate answer to these is only possible through collaborative work in real environment.