> A no-op is exactly what the candidate wants. The candidate wants to be judged on their skills which are transferable from job to job.

The interview is to determine their skills.

Some candidates will talk about their work history for 30 minutes and you leave the room with no real idea what they did. They tell you they created synergies and did cross-functional coordination with stakeholders in a metrics-driven blah blah blah. You receive no usable information about what they did, what they can do, or how much of the thing they talked about was due to their work. All you know is that they can talk a lot.

If they're applying to a dysfunctional vibes-based workplace then delivering an empty vibes-based interview can work. Smart people actively try to filter themselves out of those companies, not into them.