Most of the interviews are just technology-wrapped ways to confirm our initial biases about whether we like that person or not. One could ace an interview but if that person is not liked/relatable, they won't get the job. OTOH when we like somebody, we try to help even if the person is not up to required level. The only exception I can think of is when a team needs to hire a scapegoat before performance review to be fired when the expected axe lands on the team and somebody has to go. I've seen this played out at Google, FB, MS etc., regardless of what each company thought about its "scientific" interview process.
Next time on interview just for fun try to ace all technical questions but contradict some interviewer's notions held in high regard (those could be usually inferred pretty quickly during initial conversation); I am 99% sure you won't get the job. Then on another one make yourself just average tech performer but amplify agreeability with the interviewer's ideas. What would you guess would give you (much) better success ratio?
Next time on interview just for fun try to ace all technical questions but contradict some interviewer's notions held in high regard (those could be usually inferred pretty quickly during initial conversation); I am 99% sure you won't get the job. Then on another one make yourself just average tech performer but amplify agreeability with the interviewer's ideas. What would you guess would give you (much) better success ratio?