What qualifies as a 'colleague grade' peer? Do they need to know your specific set of technology choices and be able to solve problems specific to your business during an interview that has essentially developed as a skill by those working with your group for a long period?
Technology is so diverse anymore and so dependent on specific sets of technologies a business chose mixed with internal work tailored around a specific business and its processes/problems that I think it's completely unreasonable to expect someone to walk in and solve the specific types of problems under the specific constraints any arbitrary group is faced with--especially in the span of an interview.
All these factors mix to make very unique problem spaces. Factor in that positions evolve by folks who formerly filled a role and that their specific set of skills are likely unique. You should be expecting to train people from the start to some reasonable degree unless the role is doing incredibly vanilla work (in which case I find it hard to believe there aren't qualified candidates).
Probably, I think 'colleague grade' peer refers to candidates that have worked on the same problems with the same technologies and arrived at the same solutions as the people working at the company.
I agree that there is definitely a bit/lot of tunnel-vision that happens within companies where they don't realize how much cumulative knowledge is just specific to the particular evolutionary path of their development team.
IMHO, so much of success is based on ability to learn that it would be better for candidates to be evaluated on their ability to acquire new skills or integrate new knowledge.
Technology is so diverse anymore and so dependent on specific sets of technologies a business chose mixed with internal work tailored around a specific business and its processes/problems that I think it's completely unreasonable to expect someone to walk in and solve the specific types of problems under the specific constraints any arbitrary group is faced with--especially in the span of an interview.
All these factors mix to make very unique problem spaces. Factor in that positions evolve by folks who formerly filled a role and that their specific set of skills are likely unique. You should be expecting to train people from the start to some reasonable degree unless the role is doing incredibly vanilla work (in which case I find it hard to believe there aren't qualified candidates).