My process is as follows:
1. Live coding, in Zoom or in person. Don't play gotcha on the language choice (unless there's a massive gulf in skill transference, like a webdev interviewing for an embedded C position). Pretend the 13 languages on the candidate's resume don't exist. Tell them it can be any of these x languages, which are every language you the interviewer feel comfortable to write leetcode in.
2. Write some easy problem in that language. I always go with some inefficient layout for the input data, then ask for something that's only one or two for loops away from being a stupid simple brute force solution. Good hygienic layout of the input data would have made this a single hashtable lookup.
3. Run the 45 minute interview with a lot of patience and positive feedback. One of the best hires in our department had first-time interview nerves and couldn't do anything for the first 10 minutes. I just complimented their thinking-out-loud, laughed at their jokes, and kept them from overthinking it.
4. 80% of interviewees will fail to write a meaningful loop. For the other 20%, spend the rest of the time talking about possible tradeoffs, anecdotes they share about similar design decisions, etc. The candidate will think you're writing in your laptop their scoring criteria, but you already passed them and generated a pop-sci personality test result for them of questionable accuracy. You're fishing for specific things to support your assessment, like they're good at both making and reviewing snap decisions and in doing so successfully saved a good portion of interview time, which contributed to their success. If it uses a weasel word, it's worth writing down.
5. Spend an hour (yes, longer than the interview) (and yes, block this time off in your calender) writing your interview assessment. Start with a 90s-television-tier assessment. For example, the candidate is nimble, constantly creating compelling technical alternatives, but is not focused on one, and they often communicate in jargon. DO NOT WRITE THIS DOWN. This is the lesson you want the geriatric senior management to take away from reading your assessment. Compose relatively long (I do 4 paragraphs minimum) prose that describes a slightly less stereotyped version of the above with plenty of examples, which you spent most of the interview time specifically fishing for. If the narrative is contradicted by the evidence, it's okay to re-write the narrative so the evidence fits.
6. When you're done, skim the job description you're hiring for. If there's a mismatch between that and the narrative you wrote, change your decision to no hire and explain why.
Doing this has gotten me eye rolls from coworkers but compliments at director+ level. I have had the CTO quote me once in a meeting. Putting that in my performance review packet made the whole thing worth it.