Turns out that I don’t actually need to. For us, as developer you will almost certainly run into tech that you know very little about but need to work with it anyway. So ability learn quickly and solve problems is more important. So intellectual horsepower, analytical and problem solving skills and most importantly a sense of agency and willingness to do what it takes to ship code out is more important. If the developer’s code isn’t beautiful and idiomatic, I will go and refactor it to make it so after we’ve shipped product. And given that the developer is a quick learner and has experience with writing good code it the past they will pick it up quickly. So I essentially screen on credentials: where did they go to school, where have they worked. and then make decision on the interview.
I think credentials are sorta worthless - I've worked with people who worked at great companies, went to great schools, still very weak at coding and problem solving. I guess ymmv.
Also, you personally refactoring people's code after the fact is not a great way to go about team building - I would try to get more of this into the PR process, teach them what they're not doing rather than do it for them.
