Two things here:

1. You still need resume filtering because any public req will receive literally thousands of resumes most of which are poor fit. And that's after HR software did its thing btw. Can't spend 20m on thousands of applications most of which are low effort slop sent by folks who aren't even committed / competent enough to read and follow the req. This was already an issue 10 years ago before AI so I imagine it's at least 10 times worse now.

2. Once you're past that point, at least in my personal experience conducting hundreds of these sessions, most people are pretty bad at going into any kind of depth on stuff listed on their resume so your best strategy (that is if you want to hire anyone at all) is to ask generic questions that are role specific. At best you can tailor some of them to what's in the resume.

Your resume does mean nothing because anyone can just put anything on it. Sounds like you're basically reinventing reference checks from first principles

> That's a manager/lead skill in my eyes.

Every place i've seen where management fully usurped hiring had teams rapidly stacked with extremely poor performers. Not surprisingly so.

Moreover, the days when you as an IC can sit quietly in a corner and churn out code from coffee and jira tickets are rapidly coming to an end. I would highly recommend focusing on those other parts of the job if you're not planning to retire soon, and hiring is part of your job as an SME, misplaced humility notwithstanding.

At google where i started interviewing it worked pretty well at least initially when recruiters assembled panels such that you only get 1-2 inexperienced interviewers out of 6. They also didn’t let you do screens as fresh interviewer where it’s much harder to get signal. Every other place i worked it was basically a crapshoot

It takes a lot of practice to become good interviewer and majority of ICs especially at small shops never get the required mileage. I don't think i really knew what i was doing until like 100 sessions in...