Not all teams that do what you suggest write garbage code as the GP implied. I have worked a places with large garbage and excellent code bases.
The places that have garbage and years of technical expect far less from their devs because they can get far less. These are also the places that prevent tickets for refactoring and never let devs pay down technical debt, then they get mad when development is slow. They value the next piece of "functionality", even if it as simple as new entry in a menu more than they value their future. When there is so much technical debt that adding that menu entry takes a skilled developer 60 hours this becomes the norm instead of a problem to solve as a business.
I would rather not hire a developer familiar with such situations and failing to fix them. Whether the failure was their ability to recognize or communicate the problem doesn't matter the problem existed and they were near it and it wasn't fixed. If I start having those problems I want people who aggressively deal with technical problems in my technical positions.
I can of course be persuaded to hire such a person if they explain what they did and they seem highly competent. Perhaps, they did do all the right things, did go above and beyond and the culture was still so toxic as to prevent progress, I have been there before. But the interviewer would need to convince me and I think that is the point of an interview.
The places that have garbage and years of technical expect far less from their devs because they can get far less. These are also the places that prevent tickets for refactoring and never let devs pay down technical debt, then they get mad when development is slow. They value the next piece of "functionality", even if it as simple as new entry in a menu more than they value their future. When there is so much technical debt that adding that menu entry takes a skilled developer 60 hours this becomes the norm instead of a problem to solve as a business.
I would rather not hire a developer familiar with such situations and failing to fix them. Whether the failure was their ability to recognize or communicate the problem doesn't matter the problem existed and they were near it and it wasn't fixed. If I start having those problems I want people who aggressively deal with technical problems in my technical positions.
I can of course be persuaded to hire such a person if they explain what they did and they seem highly competent. Perhaps, they did do all the right things, did go above and beyond and the culture was still so toxic as to prevent progress, I have been there before. But the interviewer would need to convince me and I think that is the point of an interview.