> there is 0 way of telling if the work is real or not
Talk to the student, maybe?
I have been an interviewer in some startups. I was not asking leetcode questions or anything like that. My method was this: I would pretend that the interviewee is a new colleague and that I am having coffee with them for the first time. I am generally interested in my colleagues: who are they, what do they like, where do they come from? And then more specifically, what do they know that relates to my work? I want to know if that colleague is interested in a topic that I know better, so that I could help them. And I want to know if that colleague is an expert in a topic where they could help me.
I just have a natural discussion. If the candidate says "I love compilers", I find this interesting and ask questions about compilers. If the person is bullshitting me, they won't manage to maintain an interesting discussion about compilers for 15 minutes, will they?
It was a startup, and the "standard" process became some kind of cargo culting of whatever they thought the interviews at TooBigTech were like: leetcode, system design and whatnot. Multiple times, I could obviously tell in advance that even if this person was really good at passing the test, I didn't think it would be a good fit for the position (both for the company and for them). But our stupid interviews got them hired anyway and guess what? It wasn't a good match.
We underestimate how much we can learn by just having a discussion with a person and actually being interested in whatever they have to say. As opposed to asking them to answer standard questions.
Talk to the student, maybe?
I have been an interviewer in some startups. I was not asking leetcode questions or anything like that. My method was this: I would pretend that the interviewee is a new colleague and that I am having coffee with them for the first time. I am generally interested in my colleagues: who are they, what do they like, where do they come from? And then more specifically, what do they know that relates to my work? I want to know if that colleague is interested in a topic that I know better, so that I could help them. And I want to know if that colleague is an expert in a topic where they could help me.
I just have a natural discussion. If the candidate says "I love compilers", I find this interesting and ask questions about compilers. If the person is bullshitting me, they won't manage to maintain an interesting discussion about compilers for 15 minutes, will they?
It was a startup, and the "standard" process became some kind of cargo culting of whatever they thought the interviews at TooBigTech were like: leetcode, system design and whatnot. Multiple times, I could obviously tell in advance that even if this person was really good at passing the test, I didn't think it would be a good fit for the position (both for the company and for them). But our stupid interviews got them hired anyway and guess what? It wasn't a good match.
We underestimate how much we can learn by just having a discussion with a person and actually being interested in whatever they have to say. As opposed to asking them to answer standard questions.