Also from Europe, and we have a similar approach, discussion with the candidate about previous work, interesting problems, any public code they've written, etc. Just to figure out what kind of challenges excite them, and get to know them better.
We also do a coding challenge after that, basically the candidate behind a computer, with all the resources they want accessible to them, implementing a simple example directly relevant to the type of work they'll be doing, while the interviewers are in the room and debate with them if needed.
To me, the most important quality in a candidate, once we determine that the basic skill level is good enough, is their ability to learn, quickly find the resources needed, and rely on the team when they need help. Whiteboard interviews don't seem to select for any of those qualities.
We also do a coding challenge after that, basically the candidate behind a computer, with all the resources they want accessible to them, implementing a simple example directly relevant to the type of work they'll be doing, while the interviewers are in the room and debate with them if needed.
To me, the most important quality in a candidate, once we determine that the basic skill level is good enough, is their ability to learn, quickly find the resources needed, and rely on the team when they need help. Whiteboard interviews don't seem to select for any of those qualities.