This could be a side-effect of how separations of concerns are handled vis-a-vis interviews at the company.
I do technical interviews for other teams within my company. I may not know much detail about the role, beyond just generally knowing with the team in question is responsible for and the topics they asked me to cover during the interview. I wouldn't ever think to ask for more details about the role because I assume that's a question for the manager or internal recruiter.
I honestly see it as a way to streamline the interview process and make it more fair. My role in the process is to determine how well you understand the core concepts of a handful of technologies, not to necessarily to sell you on the position or evaluate "culture fit." Of course, I try to be pleasant and want you to come away with a good experience. But sticking to the script is largely me being mindful of everyone's time; interviews are time-consuming and you probably don't want to be answering / asking the same questions to four different people.
If companies want to hire experienced senior talent, then streamlining isn't going to be a good idea. They need to recruit them, and that means not alienating them right away.
The process for new grads and interns should be different from senior talent.
I don't care about the division of labour. Want to hire people away from Google? Don't be a pain in the ass. People expect pain in the interview process, but not before they are sold on the company.
So like I said, what I get from this is on the whole there's an aggregate trend away from wanting experience.
I think it's a worrying sign that the market may be either saturated with talent, and/or that companies are totally fine hiring only junior/mid-level "framework" developers.
> If companies want to hire experienced senior talent, then streamlining isn't going to be a good idea. They need to recruit them, and that means not alienating them right away.
Why would you want to work for a company which has such a hard time recruiting and retaining senior talent that they need to pander to them?
People already know Google exists and whether or not they want to work there. For most people (projecting here) the only recruiting Google has to do basically comes down to: We think you're good enough to have a chance.
For 99.9% of the companies this is not the case.
For example I like working at my current employer and enjoy the challenges compared to earlier employments. But looking at the job postings, I can't see that. It's generic crap about competitive compensation, challenging problems, modern technologies, a flat organization, etc.
If this job posting landed in my mailbox I would skip it. The only reason I applied for this job is because I was jobless and desperate at that time.
I get it. We all want to be shown respect and courtesy. And how we and our team treat candidates is a reflection on the company; regardless of how accurate it is.
But I see recruiting as a team effort. The recruiter should sell you on the company, the manager should sell you on the job, and I should sell you on the quality of the team. If companies aren't meeting your expectations, you should let everyone in the process know.
I'm sure lots of technical employees have no idea what the recruitment process is like at a company, especially if they've been there for a long time.
I do technical interviews for other teams within my company. I may not know much detail about the role, beyond just generally knowing with the team in question is responsible for and the topics they asked me to cover during the interview. I wouldn't ever think to ask for more details about the role because I assume that's a question for the manager or internal recruiter.
I honestly see it as a way to streamline the interview process and make it more fair. My role in the process is to determine how well you understand the core concepts of a handful of technologies, not to necessarily to sell you on the position or evaluate "culture fit." Of course, I try to be pleasant and want you to come away with a good experience. But sticking to the script is largely me being mindful of everyone's time; interviews are time-consuming and you probably don't want to be answering / asking the same questions to four different people.