Had an initial 30 minute phone screen with Hiring Manager. Just talking about my recent experience, and why I was interested in the company. That went fine. Moved on to a 1 hour technical interview that started with a CoderPad question. It was a simple recursion question that one would never encounter when building complex APIs or web applications that the job itself entails, but apparently is a barometer for being able to code. Given the situation with the Hiring Manager watching me and judging my thought process, I wasn't comfortable with the situation, so I didn't quite complete it in the time limit. I and many people like me don't perform well in situations like this. Hiring manager took that to mean that my 18 years of experience building complex web applications were worthless because I couldn't write this silly function quickly enough, so he ended the interview after 20 minutes. Companies can choose whatever measures of skill they want in order to screen candidates. But I'd rather spend time building something that demonstrates my understanding of something I'd actually do in the job I'm applying for, rather than these silly problems that we never encounter when building applications. Companies like Drop are going to miss out on more than they think by using evaluation methods like this.