Aye, but now they have email addresses for hundreds of thousands of engineers along with a reasonable metric for their capability.
That's worthwhile.
How did you determine they couldn't program and what made the resumes look so appealing?
We had a video conferencing phone screen with a shared coding environment. I gave an easy question.
It’s possible that they just couldn’t code with someone watching but the effect was the same.
Note that I didn’t have control over the interview process, so I couldn’t switch to a take home or something else.
The resumes seemed like they had relevant experience. That’s why I pushed them forward to the tech screen.
I guess they didn’t hit product-market fit with candidates. Two sided markets are tough.