[This is not a commentary on the value of this article, but a side-note on #2 in the list]

"Be sure that you involve team members that you value and know are comitted the product you are developing. EVERY team has one or two people that are usually on their way out the door in one way or another so don't sabotage the candidate by involving those people."

Great idea for the interviewer, but dishonest & biased for the interviewee. As an interviewee, when you talk only to the people that are commited to the project/product/company, you get very slanted viewpoints. Often times the people on the way out the door will give a more honest and realistic insight as to the interpersonal dynamics of the company. Granted, the tone of that insight might be exaggerated due to disgruntledness. But then again, you could end up being disgruntled witht he company in the very same manner.

As cynical as this will come across, it's been my experience that on average, 20% or more of what you will hear in an interview will be later discovered as untrue. Interviewers, even when not trying to be dishonest, feel they need to give a positive spin on the job/company.

Remember that an interview is a 2-way process, and that the candidate needs to evaluate whether or not the employer is a good fit. An interview should not be just for the employer to evaluate if the candidate is a good fit.

That is a good point.

Thanks!