Tech Interview: How the Best Do It and What They Look For

Finding good developers is tough, but once they’re in your interview process, following these tips will set you on the path to building your dream tech team.

By Joseph Burns, Founder and CEO of Lupa

From my experience, I can assure you that carefully planning your interview process—especially when it comes to such specific roles as developers—is your key to successful hiring. This is your one and only chance not just to assess technical abilities but to find a real fit for your company.

Always keep in mind: the part where most people mess up is not realizing that tech interviews are the same as sales calls. Good tech talent is one of the hardest to find and most valuable resources for any organization. Candidates will judge you if you have a poor interview process, so start working on it.

What to Look For in Tech Talent

Let’s start with the simplest part: the basics you should evaluate in developers. As you go through each point, remember that perfection isn’t the goal—potential for improvement is:

Logic and reasoning

There’s a big distinction between a coder, who can take something from point A to point B, and a developer—a good one—who can identify problems and devise solutions along the way. This separates a task monkey from a real problem-solver who can whiteboard, multi-thread, solve algorithmic questions, and come up with effective solutions. 

Of course, having a solid foundation in computer science and mathematics is necessary, but it goes deeper: it’s about understanding the metrics they are driving, their impact on those numbers, and their long-term effects on the overall business.

Hard skills

Good developers are experts in various coding languages and know exactly how to use them. Companies with the best interview process I know usually test them with coding challenges followed by a call to explain their work. As the interviewer, focus on their approach to edge cases, software functionality, solution completeness, and whether they met the final goal. 

Furthermore, creating a simulated environment helps you understand what it’s like to work with them, evaluate their ability to communicate, and see how they fit into your team.

Cultural fit

You’ll find—in the long term—that having a developer on your team who aligns with your values and has a genuine motivation for working in your company contributes to the overall success and growth of your company. This can make a huge difference from a mercenary who sells their services to the highest bidder.

Continuous learning and attitude

Learning and attitude go hand in hand. Developers must continuously perfect their skills and learn new things as the tech world evolves rapidly. Knowledge alone isn’t enough—an ambitious approach to learning and self-improvement is essential. Add honesty, hard work, and commitment, and you’ll have not just an amazing developer, but a valuable addition to your team.

Communication skills and teamwork

Yes, I know—developers aren’t particularly known for their social abilities. But you’d be surprised how crucial communication skills are for the success of your tech team. Being a developer isn’t just about solving technical problems—it’s about explaining complex concepts to stakeholders, collaborating with teammates, and providing clear feedback. Good communicators generate a collaborative atmosphere, reduce misunderstandings, and boost productivity.

Pro Tips for a Great Tech Interview Process

Discover my six hints for crafting a gold-standard interview process that attracts—and doesn’t scare away—the best tech talent for your team:

Tip #1: You need to balance the time dedicated to the interview with how much information you need. 

If your process is too long and hard—like a 10-hour coding exam—you’ll only attract desperate candidates. Make it long enough to evaluate people but short enough to keep only the best ones interested. Move quickly through the process because doubt can creep in, and other companies will catch them first.

Tip #2: Treat tech interviews just like a sales call. 

Good tech talent is incredibly valuable, so once you decide on someone, give them good reasons to leave their current job and join your organization. Along the way, listen to their motivations, likes, and dislikes about their current job, and create a pitch on why working with you is the best option. In this scenario, storytelling is your best ally, as you can paint them how bright their future will be at your company, highlighting opportunities, achievements, and challenges they can look forward to.

Tip #3: Make sure candidates know about your company before assigning them any coding tests. 

Think about it—would you, as a top developer, spend hours on a test for a company you’ve never met? No way. So make sure you have a first live call with the candidates, and get them excited about the role and your company, or you’ll only get desperate candidates to do your challenges.

Tip #4: Lay out your interview process right from the start. 

If you give developers a clear idea of what the process will look like and stick to that plan, you’re already ahead of 80% of companies. Most organizations don’t have an established path for interviewing and are constantly changing requirements. This often means you’ll do the same on the job—something developers hate. While variations are part of everyday life, having a clear and consistent process is highly appreciated by tech talent.

Tip #5: Whenever you present the offer, do it verbally first. 

Jump on a call and discuss how you see them fitting into the project, why they’re a good fit, and why you’re excited about them joining your tech team. Outline the expectations and the compensation package. By their reaction, you’ll immediately know if they’re likely to accept the offer. Simply emailing an offer letter is a huge mistake, as they can easily forward it to their current employer for a counteroffer, and you miss out on valuable feedback.

Tip #6: Make sure the interviewer has great social skills—especially if they’re a developer. 

Even if some developers aren’t particularly expressive, there must be someone on your team who can be an ideal representative. A person with good communication abilities makes candidates more comfortable on the call and can better read people, helping you evaluate tech talent more precisely.

Putting It All Together

As the CEO of a tech recruiting agency, I’ve faced many challenges in my attempt to create the best interview process possible. This isn’t a definitive tech interview handbook but a collection of insights I’ve gathered through my experiences—and I’m still learning. 

This is what worked for me—for now—and I hope it works for you too.

I love learning from others and sharing lessons. If you own a tech company, lead a tech team, or are simply looking to improve your hiring process, feel free to reach out to me for a free consultation. I’ll be happy to help!