Essential problems with the interview process
Whether or not a candidate understands the implications of DIPS theory and modern defensive analysis will make a huge difference in their ability to correctly value players, and they’ll be hired by people who think they understand baseball stats but have clearly demonstrated they know nothing.
A candidate will have to sell Armstrong and Lincoln on a course of action that does not offend or put them off, even though they apparently have returned to viewing the 2001 season and its surrounding years as the apex of the franchise, when previously fixating on what they thought were the lessons of those years proved disastrous.
Lincoln and Armstrong are supposedly asking candidates detailed questions about how they would rebuild the team, deal with certain situations, and so on. This is a huge improvement over the last go-round. But the interviewers have no ability to evaluate whether or not an answer is right — and from what we know of their baseball opinions, are often disastrously wrong. So we’re left to hope that they will pay attention to how the candidate solves the problem… except that Armstrong’s recently stated that what they really want to see is a return to consensus-building and consultation, which would mean that the candidate who says he’d rely on the good advice of his interviewers will meet the stated criteria to get a job in which relying on those people will result in extremely poor decision making.