Most tech interviews are as relevant to job performance as if hiring a baker required interviewing them about how electron orbitals bind worked gluten together then rejecting bakers who don’t immediately draw a valid orbital configuration.
Matt's analogy works well for transactional hiring like hiring contractors but doesn't really translate well to situations where the mutual expectation is that we're going to spend a lot of time working together for at least the next few years. Most companies that are hiring engineers often need teams of people to bake bread. Sometimes those teams are huge and often the bakers in those teams are responsible for granular (pun intended) steps to ensure the bread is the best bread it can be. So, if I want some good bread and I intend to have a team of 40 bakers with individual strengths and disparate responsibilities baking that bread, then soon enough the responsibilities will become so granular that actually, I do need at least one baker capable of drawing a valid orbital configuration. Now that I've found a baker with strong quantum mechanics skills, I now need to figure out if they are going to be a horrible human to work with.
This is why referral hiring always has been and still is king. There's no greater hiring test than working with someone for a few years before deciding if they are any good at their job.