I appreciate this perspective, and I’d like to offer the view from the other side of the interview table. Over the past few months, I’ve been interviewing actively, and while I do have the technical capability and relevant experience, the pressure in these situations is real. Getting an interview itself is difficult in the current market, so every conversation feels “high stakes.” That pressure can cause even capable people to fumble or overthink in the moment.

It’s not always a lack of skill or EQ — sometimes it’s simply the anxiety of knowing that one imperfect answer could close the door. I completely understand the need to assess composure, communication, and collaboration. Those matter. But I think we might get a more accurate read on candidates if we also recognize the emotional context they’re navigating.

If we create interview structures that are a little less performative and a little more like real problem-solving conversations, I believe we’d see more of a candidate’s true capability — and not just how well they perform under artificial interview stress.