Are they looking for a problem solver or an executor? Looked up on Linkedin - the manager has minimal online presence (the opposite of what is expected from me as a candidate), many years in the same company - it's safe to assume the main motivation the person stays there is paying off the mortgage and inability to find something else. The hiring person is a working student or intern. Why should I submit or even trust that their stack/technological decisions will be optimal or even competent? I'm being judged for the most detailed nuance and decision in my entire curriculum which I'm required to openly declare, why shouldn't I judge them?

I would add that the topics given are paramount to development. Refusing to do anything demonstrated that he doesn't want to do any work -or can't- for the position he applied to.

The topics yes, but on-demand, sprint-like solving quizzes in these topics, and context switching between all of them in short timespan, are these the requirements for the position? Then the compensation must be respectively outstanding? In most cases - no, it isn't.

Seriously, submit your current workforce to this smartass test under condition that they need to pass it to come over to the office tomorrow.

Don't be so quick to judge. Answering any question might have been enough to pass the screen, but you will never know that because you didn't try.

My current workforce had to pass tests much deeper than that. Using database queries, graphs and regex is part of the day job.

> Answering any question might have been enough to pass the screen

Not in this area/location, not in case of this kind of company. I know of cases where the score 67% was too low (2 tasks on 100%, 1 task 0% but missing couple lines of code for 100% solution). It's basically partially automated filter with non-technical people sending rejection emails based on score in the list without digging into solution. I gave up on it not from arrogance, but based on experience.