I do. I was going to bail from this thread, but it sounds like you see the great potential that this idea can have, if it can work. The truth is that it works. Okay then, one last try:

Set up a system that can spin up a droplet for a remote candidate. Any time a candidate expresses interest in your company, spin up an instance and email them a link to it.

What does the link do? That depends on your company. Are you making an iOS app? Then the link takes them to where they can download source code for a fake, hypothetical iOS app. It says "X, Y, and Z bugs exist. Find them and fix them. Then add a feature: here is a clear description of what to add."

When the candidate is done doing this, they zip up their code and send it back to you.

If it sounds way more effective to look at that than to look at resumes, it is. If it sounds like it will repel candidates, well... Two things. First, if you're chasing a specific developer, then that isn't really the normal hiring process. You want them already. This pipeline is for everyone else. It makes no sense to subject them to a work hire test when you're actively seeking them out.

Here's the other point. The type of candidates you will find with this method will shock you. They will be so skilled that it won't matter whether they're called a senior or fresh out of college. You'll know immediately that you want them.

Everything I've described up to this point is a remote process. There is no on-site work hire test. By the time they come on site, you're mainly checking they can show up, and telling them about your company. You're no longer trying to filter them based on ability; they already demonstrated it.

Let's say your company's website is the primary focus, not an iOS app. Ok. The link will take the candidate to a hypothetical, fake website built with a similar framework. Again, it will have multiple bugs and a missing feature. Tell them what the bugs are, and tell them what the feature needs to do. Then have them send you their code when they're done.

I feel like at this point no one will even try to do this. You can think of so many reasons not to try: it takes too much work, it will scare too many people off, it will... Etc.

These reasons turn out to be largely fake or mistaken. Try it. Invest the resources to build this pipeline, tell HN when it's ready, and you win.

If this sounds prohibitive or unlikely, remember how counter-intuitive the most effective techniques in life are. Penicillin was discovered by accident. It sounds pretty unlikely that it would work. Same deal here.

I've explained this as clearly as I can. It's up to everyone else to either try it or to watch others win after they try it. Because the filter I've explained is the only way to let talent find you.

The type of people you'll discover will range from passive people who found the process amusing, to well-off senior developers who are demonstrating why you should pay them X equity or Y salary, to high school dropouts who turn out to be one of the most valuable people that join your team.

I'm not even going to touch the topic of what tech companies currently do. It doesn't matter. I've described what works, and if whoever reads this suppresses their instincts and builds this, they will discover it's practically the key to winning.