Honestly, I'd say the best setup would be something like:

1. Live coding/code review/take home test 2. Technical discussion about said test/project (and the company's tech as a whole) 3. General team discussion/culture fit interview

That's because at the end of the day, you really want to filter out the folks that can't do the job as quickly as possible. If someone needs AI to code, can barely use a computer or writes poorly thought out, inefficient code straight out of the last century, it doesn't really matter how charismatic they are or how well they can discuss where they want to be in 5 years.

Way too many companies do things the other way around, and waste far too much time because of it.

Oh, and definitely make sure your questions are specific to the tech you use/field you work in. I still remember having a tough time using React at a certain company because the interview process didn't require any modern JavaScript/SPA knowledge and I'd managed to pass without ever having worked on that sort of web app before.

Similarly, I also remember seeing a WordPress dev agency using Google style leetcode interviews to filter out applicants. Made me wonder how many people they actually managed to hire that way, given that the pay being offered was pretty low, the work wasn't particularly appealing to the people who'd pass those interviews and the requirements to pass the interview in general didn't match up with the job at all.