Comment by ridiculous_fish

Xoogler here. I can't meet your challenge. IMO the very premise of a company-wide unified interview process for all software engineers is wrongheaded.

How can you make the interview relevant without knowing what the position is? I was asked the typical CS-type questions in my interview, but the team I ended up on required no theory.

How do you define false positives before you know what the candidate will work on? A superstar in one team will be a dud in others.

And let me add another bullet point to your process wish-list: gives the candidate a sense of whether they want the job. This is impossible when the interviewer is a random engineer from an unrelated team, unable to speak to what the candidate's work life will be like. A Google style process gives candidate very little information.

I would instead propose something very old-fashioned: teams hire for themselves. The usual reply is that this results in an "inconsistent hiring bar", but so what? Teams have different requirements and need engineers with different skills, so why shouldn't the hiring process reflect that? We are not fungible engineering units.