When other devs get stuck on something, they come to me or one of the other seniors. And then I or they solve it. Sometimes it's difficult, and sometimes it's a silly oversight. So yeah, I have no problem applying it to myself.

I can't really believe that people here think when you have more years under your belt, you somehow must be good. People get fired in companies because they don't reach the expected level. If you keep them, other colleagues will get frustrated and leave on their own. And then you're stuck with the underperformers.

And yes, everyone has limitations. Some sooner than others. Welcome to reality.

I find the discussions here very silly that somehow you must hire everyone without a technical interview, and never fire anyone because people don't have limitations. Not going to respond anymore.

Ok, so what's the ideal hiring practice then? According to some here, it's just a little talk about previous experiences, not going into technical details at all. Sorry, but then you end up with people who are technically very weak. Been there done that.

Look, I have a lot of experience with the hiring process. It's very difficult. I will listen to someone with a lot of hiring experience. But just saying "it's broken" isn't going to cut it.

And remark that a big part of our hiring practice is to put the candidate at ease. I even say that they won't get everything right, and that's no problem. I help them out when they get stuck, etc.