Technical interviews: a modern approach to hiring engineers
Technical interviews have long been criticized for poor predictive validity. According to research by Google, traditional whiteboard interviews correlate weakly with job performance. Modern engineering organizations are adopting evidence-based approaches that better predict success while improving candidate experience.
The state of technical hiring
According to Hired's State of Software Engineers, 65% of candidates report negative interview experiences, with 40% declining offers due to poor process.
Interview format comparison
Technical Interview Formats
| Feature | Whiteboard Coding | Take-Home Project | Pair Programming | System Design |
|---|---|---|---|---|
| Predicts Job Performance | ✗ | ✓ | ✓ | ✓ |
| Good Candidate Experience | ✗ | ✓ | ✓ | ✗ |
| Time Efficient | ✓ | ✗ | ✓ | ✓ |
| Reduces Bias | ✗ | ✓ | ✗ | ✗ |
| Tests Real Skills | ✗ | ✓ | ✓ | ✓ |
| Easy to Evaluate | ✗ | ✓ | ✗ | ✗ |
No Perfect Format: Every interview format has tradeoffs. The best approach combines multiple formats to get signal on different dimensions while respecting candidate time.
Structured interview design
Define Criteria
Clear competencies you're evaluating, tied to job requirements
Standardize Questions
Same questions for all candidates at a level
Train Interviewers
Calibrate on scoring, bias awareness
Score Independently
Interviewers score before discussing
Use Rubrics
Predefined scoring criteria for each question
Debrief Systematically
Structured discussion, address each criterion
Behavioral Questions
Past behavior predicts future behavior. 'Tell me about a time when...'
Work Sample Tests
Have candidates do tasks similar to actual job. Best predictor of performance.
Cognitive Ability
Problem-solving and learning ability. Use real problems, not puzzles.
Cultural Add
Will they add to culture, not just fit? Look for diverse perspectives.
What to evaluate
Evaluation Criteria Weighting
Traits That Predict Job Success (%)
Reducing bias
Structured Process
Same questions, same order, same rubric reduces evaluator variability.
Diverse Interview Panels
Different perspectives catch different biases.
Blind Resume Review
Remove names, schools, photos in initial screen.
Independent Scoring
Score before discussing to prevent anchoring.
Track Data
Measure interview-to-hire rates by demographic.
Bias Is Everywhere: Even well-intentioned interviewers have unconscious biases. Process structure, not individual willpower, is what reduces bias in practice.
Take-home projects done right
Time-Boxed
2-4 hours max, respect candidate time
Relevant
Problem similar to actual work, not puzzles
Clear Requirements
Explicit expectations, evaluation criteria shared
Flexible Timing
Let candidates choose when to complete
Paid Option
Consider paying for take-home time
Follow-Up Discussion
Review together, understand decisions
Interview process design
Hiring Funnel Quality Signal
Improving candidate experience
Candidate Experience Factors
| Feature | Poor Experience | Average Experience | Great Experience |
|---|---|---|---|
| Clear Timeline | ✗ | ✓ | ✓ |
| Prompt Feedback | ✗ | ✗ | ✓ |
| Respectful Process | ✗ | ✓ | ✓ |
| Reasonable Time Ask | ✗ | ✗ | ✓ |
| Real Work Samples | ✗ | ✓ | ✓ |
| Meet the Team | ✗ | ✗ | ✓ |
FAQ
Q: Should we use LeetCode-style problems? A: They're poor predictors of job performance. If you must test algorithms, use problems relevant to your domain. Better: give real problems from your codebase.
Q: How long should the process take? A: Ideally 2-3 weeks total. More than 4 weeks and you lose candidates. Speed matters, but don't sacrifice quality.
Q: Should we pay for take-home projects? A: Consider it, especially for longer projects. It shows respect for candidate time and attracts candidates who won't do unpaid work.
Q: How do we calibrate interviewers? A: Regular calibration sessions where multiple interviewers evaluate the same candidate. Compare scores, discuss discrepancies, align on standards.
Sources and further reading
- Google re:Work Hiring Guide
- Hired State of Software Engineers
- Work Rules! by Laszlo Bock
- The Holloway Guide to Technical Recruiting
- Lever State of DEI Report
Build Better Interview Processes: Effective technical interviewing requires expertise in assessment design, bias reduction, and candidate experience. Our team helps organizations build hiring processes that find great engineers. Contact us to discuss your technical hiring strategy.
Need help improving your technical interviews? Connect with our recruiting experts to develop evidence-based hiring practices.
