As a hiring manager whose teams are mostly building CRUD applications, I ignore them entirely. Algorithms skills have little bearing on whether someone can architect maintainable and scalable apps, and people who are excited by those sorts of challenges will probably be bored and frustrated doing this work.
>Algorithms skills have little bearing on whether someone can architect maintainable and scalable apps While I believe that interviews based around testing these skills in isolation are not ideal, I think it is a bit too naive to say that these skills aren't related. Especially scaling by it's nature requires knowing what approach is the best based on the employed algorithms themselves. Also anecdotally having worked…
Our codebase is chock full of business logic complexity, but very little of our code contains any meaningful custom algorithms. Maintaining that business logic complexity requires a specific mindset that's very different from solving or optimizing algorithmic puzzles.
Good CRUD developers aren't necessarily idiots or code monkeys who only know how to glue together Stack Overflow answers. But selecting for people who enjoy / are good at solving HackerRank challenges would just get us unhappy and ill-suited engineers.
We select instead for people who have strong software design and architecture skills and get a kick out of improving products and making end users' lives better. The result has been an effective, high-performing team with a high retention rate. So you do what works for you and we'll do what works for us.