I don’t think people realize what’s going on behind the scenes at these interviews.
It’s an already time-constrained engineer trying to figure out if you’re competent in less than an hour and write up the necessary paperwork to go with it. It’s also most likely one of two or three phone screens they’ve done this week, not counting any in-persons and all of the necessary pre/debrief meetings.
You also have to keep a fairly standard bank of interview questions because variance could open the team up to discriminatory hiring practices issues. If I softball one candidate because they worked on an open source project I’m familiar with, but I put a lesser known candidate through the wringer, how is that fair?
However- the interview questions should reflect the role.
From what I’ve seen, this mismatch is because many engineers see their role in the hiring process as auxiliary to their primary duties, when in reality it is just as important, if not more. This leads to getting in a rut of grabbing a few questions out of the bank before the phone call and not taking the time to innovate in the hiring process.