Technical Interviews Are Broken – And Here’s How to Fix Them
Good engineers aren’t always good interviewees.
And bad interviews and processes are still one of the top reasons technical teams miss out on top-tier talent.
The Problem with Traditional Interviews
Far too often, we see:
- Overemphasis on résumé keywords
- Theoretical technical questions with little relevance
- Panels that value consensus over clarity
The result? Missed hires, poor culture fit, and endless back-and-forth.
A Smarter Interview Model
We recommend a structure built around 3 principles:
- Realism: Give candidates a real-world scenario your team is facing. Observe their thought process.
- Pacing: Use a short initial screen (10–15 min) followed by a deeper session. Don’t over-interview.
- Collaboration: Bring in future teammates early. Skip the HR monologue. Get straight to the work.
Bonus Tip: Trial Tasks Work
For hands-on roles, we’ve seen great results from structured trial days or mini projects. Candidates get a true feel for the work. Hiring managers get real data, not just conversation.
Great engineers build things. Let them show you, not just tell you.
If you're seeing offers rejected or struggling to convert interviews to hires, the issue might not be the talent.
It might be the test.
