> I think at the core of the problem is that most companies are extremely risk adverse in their hiring and would gladly miss a Jeff Dean type of super-performer in order to reduce their number of bad hires.

This is absolutely why whiteboarding exists, and persists.

I have interviewed a lot of people at this point in my career, and it's just not possible to tell if candidates are good by looking at their credentials or job histories.

I've seen people with impressive credentials, or impressive job histories, end up being totally unable to produce working solutions to FizzBuzz-type questions. I'm not talking about Leetcode-style brain teasers; I'm talking about being unable to construct a working for loop and do basic array operations in a language of their choice.

I'm going to continue to do whiteboarding for candidates for this reason.