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Anthropic engineering manager Felix Rieseberg says he has stopped giving traditional coding interviews on his own team because, in his view, Claude now handles the small React and assembly challenges those interviews used to assess. His post is a personal account of one manager’s hiring process—not an Anthropic-wide policy or a claim supported by published comparative test results. His advice to junior engineers is to understand a team’s goals, build a focused prototype that advances them, and make the thinking behind it visible: “Hunger beats tenure.”
What did the Anthropic manager change?
In a post published on 27 October 2026, Rieseberg wrote that he had stopped asking candidates to complete traditional coding interviews as hiring manager at Anthropic. He said the short exercises had once given him a useful, if imperfect, signal about candidates, but no longer did: “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.”
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1Clear out junk files and repair common Windows errors2Fix the driver behind crashes, sound loss and screen glitches3Repair Windows errors before they cause bigger problemsThat is Rieseberg’s judgment about small, task-specific challenges and his team’s process. His post does not announce a company policy, publish a head-to-head benchmark, or report how Claude performed against actual candidates. It also does not establish that AI has made every kind of coding interview obsolete. Rieseberg’s original post describes the decision and his reasoning.
Rieseberg identifies himself as an engineering manager who has led engineering for Claude.ai, Cowork, and Claude Code Desktop. A secondary report published on 28 October and updated on 6 November likewise described the change as applying to one manager’s hiring loop, while noting the lack of comparative outcome data. It reported that Anthropic’s public hiring guidance still described coding assessments at that time; company guidance can change, so that report should not be treated as a definitive account of today’s overall process. (MACCUS report.)
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Why does he think short coding challenges have lost their value?
Rieseberg’s argument is about what a test can tell a hiring manager, not simply whether a candidate can produce code. If an AI tool can solve a small, bounded exercise, completing that exercise may be less revealing about the candidate’s distinct strengths. He says those challenges once told him something meaningful; he now believes they do not provide the same signal.
The post does not show how often Claude succeeds, define the tasks or conditions used, compare AI performance with candidate performance, or provide hiring results before and after the change. The conclusion should therefore be read as one manager’s practical assessment—not proof that Claude outperforms all candidates or that coding assessments have no remaining use. The narrower point is that a familiar exercise may need reconsideration when AI can perform the very task it was meant to measure.
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Rieseberg uses “hunger beats tenure” to describe newer engineers who move quickly from noticing an opportunity to demonstrating what they could build. His advice is not to pretend experience does not matter. It is to give a team evidence of initiative, judgment, and understanding of the problem—not just a résumé or a list of completed tickets.
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His approach can be translated into five practical moves:
- Find the goal. Learn what the team or business is trying to accomplish. A prototype tied to a real priority is easier to evaluate than an impressive but unrelated demo.
- Look beyond the assigned backlog. Ask what user friction, costly process, or unmet need is standing between the team and its goal. Rieseberg’s phrase is “Pick business impact over backlog.”
- Choose one ambitious idea. Make the proposal substantial enough to matter, but narrow enough to explain and demonstrate. His advice is to “Pick a radical idea” and then “Focus on one good idea.”
- Build a focused prototype. Show the core experience or possibility rather than attempting a polished, production-ready system. Rieseberg recommends building quickly—“Build it over a weekend”—but the point is to communicate the opportunity, not to imply every project can or should be completed on that schedule.
- Explain the reasoning. Describe the user need, the assumptions you made, what the prototype does and does not prove, and what you would do next. Rieseberg says he looks for prototypes showing “taste, empathy, and principled thinking.”
He also urges junior engineers to “Lean into your fresh perspective.” Someone new to a team may notice confusing workflows, assumptions, or user problems that experienced colleagues have learned to accept. A useful prototype connects that observation to a goal and makes a possible improvement concrete.
What example did Rieseberg give?
Rieseberg recounts two relatively new Anthropic engineers building a prototype for a graphical interface to Claude Code over one weekend. In his account, its first public version shipped roughly eight days later. The anecdote illustrates his case for initiative and fast prototyping; it is not a controlled comparison of junior and senior engineers, nor evidence that every prototype will reach production on a similar timetable.
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Has Anthropic stopped hiring junior engineers?
No such conclusion follows from Rieseberg’s post. Separate company-level figures in Anthropic’s 16 October 2026 report show that junior employees made up 14% of technical-department employees in the report’s analysis, down from 21% since early 2025. Junior hires accounted for 9% of technical hires, down from 27% over the period described. Those are Anthropic’s internal figures, not estimates for the wider technology industry, and they do not show that Rieseberg’s interview decision caused the changes.
The same report says hiring managers increasingly emphasize autonomy and judgment relative to technical domain expertise and implementation. Anthropic contextualized its internal quantitative data with 17 employee interviews. These findings provide broader company context for the discussion of hiring priorities, but they are distinct from Rieseberg’s personal account. See Anthropic’s report on how employment is changing at the company.
What might replace the coding interview?
Rieseberg says he has not yet settled on a replacement interview method. He is scanning résumés and portfolios for small prototypes that reveal taste, empathy, and principled thinking, while acknowledging that he is still working out how to interview people who build well with AI.
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That distinction matters: the post is a report of a hiring manager changing one part of his process, not a finished blueprint for evaluating candidates. A prototype can show how someone frames a problem and makes choices, but Rieseberg does not claim it can independently establish a candidate’s skill, collaboration, reliability, or performance in a job. Nor does he describe a standardized process for comparing candidates’ work.
For applicants, the practical lesson is to make a project legible: state the problem, show the working idea, explain the trade-offs, and be candid about what remains unfinished. That gives a reviewer more to assess than a polished result with no account of why it exists—without assuming that a portfolio project guarantees an interview or offer.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Frequently Asked Questions
Did Anthropic officially announce that it was ending coding interviews?
No. The reported decision came from Felix Rieseberg describing the hiring process on his own team. His post does not announce a company-wide change.
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Does Claude outperform human applicants on coding interviews?
Rieseberg says Claude is better at the small React and assembly tasks he has in mind, but he published no candidate comparison or benchmark. His claim should not be generalized to every coding assessment or hiring situation.
Should junior engineers build a prototype before applying for a job?
A prototype can be useful when it addresses a real problem relevant to the team and you can explain your decisions. Rieseberg presents this as advice, not a requirement for applicants or a guarantee of getting hired.
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What does Anthropic’s employment report say about junior hiring?
The company reported that junior employees’ share of technical staff and junior hires’ share of technical hiring had both fallen in its internal data since early 2025. Those figures describe Anthropic, not the technology labor market as a whole.
