Hiring a software engineer is unique compared to most professional positions. In other departments, candidates are evaluated on not only skills but personality. How well do they communicate? How enthusiastic do they appear? Did they write a cover letter and follow it up with a personalized thank you?
These interview rituals are standard for many positions. However, if you rate a software engineer on their enthusiasm and confidence, you may end up hiring engineers that can’t do the job.
That’s why our team created this interview rubric: to remove bias and rate candidates on their knowledge, ability, and contribution potential.
– Example interview agenda
– Individual interview rubrics for jr, mid, and sr. developers
– Tips on using the rubric
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