Interviewing Developers is Hard - Tips for Building Your Tech Team

We've spent over 24 years perfecting a structured, thoughtful approach to developer interviews that helps us identify the true experts—those who excel in problem-solving, technical mastery, and adaptability. Our deep technical roots give us a clear understanding of the challenges of hiring top-tier developers. In a landscape where the right fit can make or break a project, we’ve learned that hiring great developers requires a mix of strategic questioning and avoidance of common pitfalls.

Here’s how we break down the interview process to find the right expert.

Why Interviewing Developers is So Difficult

Most smaller companies don’t have dedicated development teams, so when it comes time to hire a developer, they often lack someone who can effectively assess technical skills. It’s not enough to simply be a developer yourself—interviewing for developer roles requires a nuanced approach. Good interviewing takes practice, technical depth, and an ability to draw out a candidate’s problem-solving skills in real-time. Without this framework, companies risk missing out on great talent simply because they’re not asking the right questions or using the right process.

At JBS Dev, we’ve learned that technical interviews work best when you balance foundational knowledge, advanced skill deep-dive, interactive problem-solving, and, finally, a light but honest cultural fit assessment. Here’s a closer look at each step.

Step 1: Start with the Basics

A solid developer should be well-versed in the foundational elements of programming languages, common data structures, and algorithms. For example, you want a candidate who knows the building blocks so well that they don't need to “Google” basic syntax or foundational concepts. Think of it like a mechanic’s skillset—a professional who’s confident with their tools doesn’t need to look up instructions for using a screwdriver.

By starting with questions that probe a candidate’s comfort with the basics, you can get a feel for their core competency level. A good developer will understand and use these elements without hesitation because they’re essential to their daily work.

Step 2: Dive Deep into a Specific Topic

Once a candidate demonstrates foundational knowledge, we move to a deep dive into a specific topic. This step helps identify those with solid expertise in certain areas, as every developer eventually specializes in certain aspects of coding. Here, we’re looking for someone who’s gone through the challenging process of understanding a complex area in depth.

A good example is asking about data structures and databases: "What data structures would you use in a relational database, and why?" or "Walk us through a time when you optimized a slow SQL query." Their responses should show technical expertise and critical thinking—qualities essential for any developer who might encounter complex challenges on the job.

Step 3: Evaluate Interactive Problem-Solving Skills

Interactive problem-solving brings out a candidate’s ability to apply knowledge and think creatively. Present them with a problem, such as designing a database from scratch, and walk through the process together. Let them explain how they’d store data, handle inserting a new record in the middle, or retrieve data quickly.

This isn’t about seeing how fast they can code; it’s about watching their problem-solving process and adaptability. If they can answer with logical steps, creative solutions, and resilience when more layers are added to the problem, they’re likely prepared for real-world challenges.

Step 4: Assess Culture Fit

Finally, it’s important to ensure that your candidate will fit in with your team. Developer culture can be distinct—often with less emphasis on the social aspects of a traditional workplace. Here, you want to check for qualities that ensure they’ll integrate well into your environment, even if they’re more introverted.

This part of the interview is more about gauging basic work ethics and aligning values rather than focusing on social skills alone. Make sure they’re the kind of person who respects deadlines, communicates clearly when needed, and is committed to contributing to team goals.

Avoiding Common Pitfalls in Developer Interviews

A few mistakes can derail even the best-intentioned hiring process. Here’s what to avoid:

1.) Avoid Live Coding Sessions
This practice often places candidates under intense pressure that doesn’t mirror real working conditions. Many excellent developers don’t perform well in front of an audience, and live coding tests may unfairly eliminate great candidates who simply don’t thrive in such high-pressure scenarios.

2.) Don’t Rely Solely on Head-Hunting Firms or HR for Screening
HR and recruitment firms can be essential for identifying candidates, but they may lack the technical insight to assess programming skills accurately. Often, they focus on soft skills and may prioritize candidates with outgoing personalities, which can overlook technically adept developers who are more introverted. To avoid this bias, involve a technical person in the early stages of the interview process. This helps ensure you’re finding the right fit based on skills and problem-solving abilities rather than solely on social dynamics.

We've spent years refining our interview techniques to find top-tier developers who align with our commitment to delivering pragmatic, best-in-class solutions that launch in months, not years. If you're looking for a partner with talent, technical insight, and dedication to drive positive business outcomes, we’d love to discuss how we can support your goals. Let’s connect and explore how JBS Dev can become an extension of your team, delivering results that make a difference.