> but doesn't Meta use the same terrible hiring practices that values so-called "leet" code style interviews? Such interviewing practices are bound to produce poor results, especially at the scale that Meta, Amazon, etc. do them at.

These two statements do not follow, why would "such interviewing practices [be] bound to produce poor results, especially at the scale that Meta, Amazon, etc. do them at?"

By poor results I really meant a wide variance in hiring fits. If you are hiring based upon these "leet" style trivia interviews and for somewhat arbitrary team placement, then you are greatly constraining your hiring process to only filter on effectively a single vector of background and experience. So the high bar commented above only applies to that particular vector in that many may be great at a particular niche of coding but effectively randomized in other vectors of software development or other employee skills.

Thus, it is only natural that you may have many people in the organization and on teams who are poor fits, either technically, culturally, etc., because almost all of the "leet" code stuff is irrelevant to most real-world work. If it is relevant, then it is usually only a small portion of the job. This isn't a judgement on anything other than the hiring practice.

But like I said, I don't really know much about Meta's hiring process. It's possible that I'm misapplying this style of interview to them and misunderstood about if they actually use it. Amazon does, and I can confirm it was a miserable interview experience.