Anthropic 工程师宣布传统编程面试已死：Claude 已更擅长写代码，考核重点转向软实力与 AI 协作

既然求职者完全可以使用 AI 来协助完成任务，为什么还要让人类去参加编程测试？Anthropic 工程经理 Felix Rieseberg 表示，他已经在自己的团队中停用了传统的编程面试。

“能够迅速明确问题并找到优雅的解决方案，虽然只是一个较弱的指标，但对预测你在我团队中是否能取得成功确实有用，”Rieseberg 在周二的一篇博客文章中解释道，“基于真实代码的小型编程挑战，过去确实能为我们提供关于候选人有价值的信息。”

但他表示，现在情况已不再如此。在他看来，编程面试已经死了。

“给你出一道 React 小挑战，其实和考别人汇编语言一样毫无意义；Claude 现在在这两方面都表现得更好，”他坚称，“我们团队中那些最具影响力的构建者，无论在这些测试中表现如何，都能取得成功。”

Google 首席工程师 Jaana Dogan 在社交媒体的回应中也表达了类似的观点。“我现在做编程面试不多，但我很有兴趣面试候选人如何使用编码 Agent（coding agents），”她写道，“这本身能为我提供更多关于候选人编码技能的信号。”

几个月前，据报道 Google 已经开始重新评估其开展编程面试的方式以及对候选人的考察要求。在 AI Agent 已展现出强大编码能力的背景下，如果其他大型科技公司还没有展开类似的讨论，那才会令人意外；但与狂热的 AI 拥护者相比，科技行业其他公司的行动显然更为谨慎。

“至少到目前为止，我们还没看到科技公司在全行业范围内普遍放弃技能评估，”ZipRecruiter 的劳动力市场经济学家 Nicole Bachaud 在给 The Register 的邮件中表示，“事实上，根据我们对 1500 家雇主进行的 2026 年 10 月雇主调查，科技行业（具体为信息行业）实际上最有可能进行技能测试，有 62.5% 的雇主在初筛申请阶段就要求进行正式技能测试。”

从微软，到后来的 Google、亚马逊、Facebook 及其他科技巨头，各家的编程面试形式各异，取决于招聘部门的评估目标。这些面试可能会考察特定领域的技术知识、某一门具体语言的编码能力、通用的解决问题能力、团队协作表现或其他技能。

根据 Educative 的介绍，Stripe 的软件工程师面试流程包含电话初筛阶段、技术电话面试以及多轮后续现场面试（on-site）。

Rieseberg 此前确实曾就职于 Stripe，他描述了公司创始人 Patrick Collison 如何叮嘱新员工留意那些看起来不合常理的地方。“他笃信新人能发现老员工早已视而不见的摩擦与机遇，”他说道。

Rieseberg 显然吸收了这一观点，并淡化了工作年限的价值：“渴望胜过资历（Hunger beats tenure），”他表示。然而他或许未曾意识到，科技公司曾因裁撤成本高昂的资深员工、转而雇佣充满渴望且薪资更低廉的年轻专业人员而陷入法律诉讼。

技术面试很少仅仅关乎对技术的掌握程度。毕竟，除了可测试的计算机科学技能之外，员工还可以通过许多其他方式为组织创造价值。而当员工能够使用比求职候选人更擅长回答技术问题的 AI 模型时，招聘方更有理由深入考察候选人所具备的创造力和人际交往等软实力。

“Anthropic 的这种转变可能反映出从硬核技术技能向更具人性化的软技能倾斜，”Bachaud 表示，“随着 AI 变得完全具备编写代码的能力，科技雇主可能会逐渐放弃死记硬背式的技术测试，全面转向以人为中心的软技能。”

她认为，尽管 AI 也许擅长编写代码，但它无法取代批判性思维。“惊人的是，如今有高达 61.5% 的信息行业雇主反馈，‘批判性思维’是当前候选人群体中最缺乏的核心技能，”她说。

“我认为编程面试不可能再回来了，”Rieseberg 表示，“一想到曾有多少人为了谋求好工作与美好前程而购买《算法与数据结构》，或者编程面试的终结正是软件工程迈向全新抽象层次的又一里程碑，人们难免会心生感慨。”

与此同时，他也不确定未来什么将取代它。

“我大概不是唯一一个正绞尽脑汁想要弄清楚‘如何面试那些能用好 AI 进行构建的人才’的管理者，”Rieseberg 写道，“我目前还没有彻底想明白——但我正在简历和作品集中寻找那些展现出品味、同理心与原则性思考的小型原型项目。如果你找到了更好的方法，我非常乐意倾听。”

Bachaud 则认为，技术评估只是在发生演变，而非彻底消失。她指出，信息行业中有 70% 的雇主已经转为采用监考或线下面试的方式来进行技能评估，以此防止求职者利用 AI 作弊。

“归根结底，科技公司的测试并没有变少，而是测试的形式正在改变，”她表示，“随着 AI 将工作中的大量繁琐手工操作和纯技术环节自动化，工作技能可能会变得更加普适。一旦经济状况好转，这可能会导致跳槽和离职率上升。在我们最近对职场人开展的调查中，我们发现与 AI 相关的职业焦虑正促使四分之一的职场人开始考虑寻找下一份工作。同时，随着考核方式和所需技能的演变，未来的岗位形态也将与以往大不相同。”®

Why ask a human to complete a coding test when they can just use an AI to help them? Anthropic engineering manager Felix Rieseberg says he has stopped using traditional coding interviews for his team.

"Being able to quickly define problems and find elegant solutions was a weak but useful predictor for how successful you’d be on my teams," Rieseberg explained in a blog post on Tuesday. "Small coding challenges in real code did tell us something meaningful about candidates."

No longer, he says. The coding interview is dead, as far as he's concerned.

"There’s no more point in giving you a little React challenge than there is in quizzing people about assembly; Claude is now better at both," he insisted. "Our most impactful builders are successful regardless of how good they are at these tests."

In a response posted to social media, Jaana Dogan, principal engineer at Google, said much the same. "I’m not doing a ton of coding interviews nowadays but I’d be interested to interview how people use coding agents," she wrote. "That itself gives me more signals about candidates' coding skills."

Several months ago, Google reportedly began reevaluating how it conducts coding interviews and what it looks for in candidates. And while it would be surprising if similar conversations haven't already occurred at other large technology companies where AI agents have demonstrated their coding capabilities, the rest of the tech industry appears to be moving more cautiously than the AI enthusiasts.

"We are not seeing tech companies abandon skills assessments widely across the industry—at least not yet," said Nicole Bachaud, labor economist at ZipRecruiter, in an email to The Register. "In fact, based on our October 2026 Employer Survey of 1,500 employers, we see the tech industry (Information sector specifically) is actually the most likely to test for skills, with 62.5 percent of employers requiring formal skill tests on initial applications."

Coding interviews at Microsoft, and later Google, Amazon, Facebook, and other tech giants, vary, depending on what the hiring organization aims to evaluate. They may probe technical knowledge related to a specific subject, coding ability in a particular language, general problem-solving skills, team-oriented behavior, or other skills.

Stripe's software engineer interview process, according to Educative, consists of a phone screening stage, a technical phone interview, and several further on-site interviews.

Rieseberg actually worked there and describes how founder Patrick Collison urged new hires to pay attention to things that seemed out of place. "His bet was that newcomers would spot friction and opportunities that old-timers had long stopped noticing," he said.

And Rieseberg appears to have absorbed that viewpoint based on his dismissal of experience: "Hunger beats tenure," he said, perhaps unaware that technology companies have gotten into legal trouble for jettisoning costly veteran employees so they can be replaced by hungry, less expensive young professionals.

Technical interviews are seldom just about technical mastery. There are after all many other ways that employees can add value to an organization beyond testable computer science skills. And when employees have access to AI models that can answer technical questions better than job candidates, it makes sense to look more closely at the creativity and social skills people bring to the table.

"The change at Anthropic might be reflecting a shift away from technical skills towards more human, soft skills," said Bachaud. "As AI becomes fully capable of writing code, tech employers may be pivoting away from rote technical testing and heavily toward human-centric soft skills."

She argues that while AI may be able to code well, it can't replace critical thinking. "A staggering 61.5 percent of Information employers now report that 'critical thinking' is a primary skill lacking in today's candidate pool," she said.

"I don’t think the coding interview is going to come back," said Rieseberg. "It's easy to get sentimental given how many copies of 'Algorithms and Data Structures' were bought in hopes of unlocking good jobs and a better future — or how the death of the coding interview is another milestone in software engineering reaching a new level of abstraction."

At the same time, he's not certain what will replace it.

"I’m probably not the only manager trying to figure out how to interview for people who build well with AI," Rieseberg wrote. "I haven't quite gotten there yet — but I’m scanning resumes and portfolios for little prototypes that exhibit taste, empathy, and principled thinking. If you have figured out something better, I’d love to hear how."

Bachaud sees technical evaluations changing instead of going away, noting that 70 percent of Information sector employers have switched to proctored or in-person skill assessments as a way to deter cheating with AI.

"Ultimately, tech companies aren't necessarily testing less, but the way they are testing is changing," she said. "As AI automates a lot of manual and technical components of jobs, work skills may become more universal. That could lead to an increase in job switching and turnover once economic conditions improve. In our recent survey of workers, we found that AI-related work concerns are causing a quarter of workers to start thinking about their next role. And as assessments and skills are changing, what roles are available to them might look more different than ever before." ®