Just so the readers don't miss the context: By definition, most companies referred here, I'm guessing, are startups. And startups will definitely want more product-focused engineers, in order to keep moving fast.
Interviewing in general, is closer to a date, than it's to a standardized test. The smaller the company is, the more pronounced that characteristic is. For even slightly larger companies, it's a different story.
When I was a Director of Engineering at Box, the engineering team was tasked with hiring 25 engineers in a single quarter. For several quarters. When hiring at that scale, it's hard to hire based on personas and elaborate preferences. At that point, process is more important. Anyone that meets a consistent process gets hired. There are always biases at resume selection, but those are only to benefit the later process, and not so much of a preference.
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