I think the market is just way over saturated. Hiring practices for developers point to just that. I mentioned in a different thread how simole it is for my travel-nurse of a sister to get a new job (her stints around the Bay Area paid ~100k and she only has 2 years of experience). Developers jump through hoop after hoop for employment, this wouldn't happen if they were in demand like a nurse. The market is just resp…
Those practices also speak to the general openness of opportunity of being a developer - your actual skills matter most, so they screen to assess your skills. Other industries focus more on degrees or names of past employers, etc., and I prefer it this way in software. But yes, due to its openness, that you don't need the relevant degree to find employment as a SWE or ML engineer or data scientist (lol - data scienti…
Interviews measure a shibboleth with a glancing relationship to relevant skills, which is more based on expedient and clever solving of the toy algorithms problems you'll find in college than the actual quality of a developer's output. Different companies' interviews attempt to measure the same skills in different and subjective ways, yielding different results.
Centralization on an evidence-based standardized test for the "prove your skills" part of the interview process is one of the best outcomes we can hope for. Ideally it would be open to non-degree-holders. Include per-component scores so companies can choose which areas they care about more, avoid grade inflation so similar candidates are distinguishable, etc.