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I would agree that it was exceptional. But I would also argue that how your people perform during exceptional situations is what makes or breaks teams and companies.



No one doubts that performing under pressure is important.

It's the idea that this kind of pressure can in any meaningful way be simulated (and the candidate's response adequately gauged) using the shticks and routines that people try to do in the current standard interview process that people take issue with.




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