My experience is not relevant to Adobe, as I came in via acquisition. As such, I will discuss my interviews for other team members and support from Adobe HR.

It's a pretty standard setup with 3-4 interviews in one day, and director/VP-level interviews if applicable. All my interviews have been technical. I typically ask a couple of "vetting" questions around the tech stack we use.

Following that, I ask the candidate to rate themselves on proficiency with certain technologies or processes (1-10 scale). Depending on their rating, I will ask questions of a similar difficulty to see how their rating matches my assessment.

If there is time after this, I ask open-ended questions for them to share a time when they:

• Disagreed with the technical direction of another individual or manager.
• Applied a good engineering practice, and what was the practice?
• Or some other scenario that provides insight into what they choose to share and how they describe the disagreement or learning.

I don't typically do a coding exercise, since the rating system effectively helps me triangulate their proficiency.

As mentioned above, I am not trying to stump the person I interview, but rather gauging what they share on a question such as, "Name a time you disagreed with the technical direction of another individual or manager and how you responded." I find this question gives me a better sense of what they are like during the day-to-day part of their previous employment, not how sharp they are on the spot with a whiteboard.