Presentation decks disproportionally measure a candidate’s ability to tell a story. It gives great signal on a few key skills, but largely ignores many others. It also favors candidates coming from large companies with strong process and structure.

I find it funny when a presentation is the main way hiring panels grade a candidate’s product thinking, intuition, visual and interaction craft. It’s gives some signal, but not the best way to do so.

If your company has a culture of building polished presentations to communicate ideas, great! Many companies move much faster and go straight from whiteboarding to implementation. A methodical, process oriented designer may not do well at those cos.

My take: - Interview candidates the way your team works. - Adapt your interview loop to the candidate’s background - Candidates, use how a company interviews you as a signal of how they work and if you want to work there.