As Your Mother points out, every company is different, and so my perspectives and opinions are ... well, just that. In fact, the larger the company grows, the more rigorously-defined is the makeup and actions of “hiring committees,” who to their credit are often faced with a lot of candidates. I do not work in that world, and never have.
And, yes, there are always interviewers who are going to “try to out-tech you.” It is just as impossible to characterize how an interview(er) might go, as to characterize any other behaviors of real people. All that I can express is what drives me, personally ... and, to a lesser extent, those of the committees that I have been part of.
Full disclosure: I have never, ever, hired at “entry level.” Consider these comments (or, throw darts at them) accordingly.
I personally try to sense, “greatness without attitude.” Where I feel that I can give this person a piece of work to do ... ideally, not in exhaustive pre-digested detail ... and know, not only that he will do a good and competent job, but that he will freely share what he is doing with the others and will work with the others so that the entire team reaches a mutual goal, and none of them rest until all the tests (including all the new ones) run clean again. I need strong players, sometimes very strong, but they must be players. Ability, professionalism, but not ego.
But, again ... that’s just me. Hiring is a very tough thing to do, and everyone does it more-or-less differently. This is my Humble and not one whit more.