Author: Samson Kiarie

Free Slack Alternative: Top 7 Tools To Power Up Your Team For $0

Frustrated with Slack’s 90-day message limit or missing key features on the free plan? Read this guide to discover the best free Slack alternatives that keep your chat history and boost collaboration without breaking the bank.

Communication Overload: How to Manage Notifications Fatigue in 2025

Struggling with disengaged employees, repeated questions after meetings, or cameras off in virtual meetings? These could be signs of communication overload. Read on to discover how to spot and fix ‌hidden communication overload symptoms!

Top 7 Slack Alternatives You Need to Try in 2025

Switching from Slack due to high costs or looking for the best Slack alternative? This guide is for you. I compiled a list of the top 7 Slack alternatives with powerful communication features at a fraction of the cost.

5 Best Websites To Hire Software Developers in 2025

In 2023, the fast-paced world of technology continues to flourish, and with it, new startups emerge by the day. This highlights the ongoing need for high-quality software developers to help these firms grow and innovate. According to the United States Bureau of Labor Statistics, the overall employment for software developers is projected to grow 26% from 2021 to 2031, indicating the sector’s growing demand.  

Are you on a quest to find a software developer? Look no further. This post explores platforms that can help you identify developers in search of new possibilities. Continue reading to find out how you can attract top talent and spur the growth of your technological initiatives.

5 Best Websites to Hire Developers

Hiring the right developers is crucial to the success of your organization, and the process does not have to be strenuous. Here is a curated list of the top 5 websites that can help you find software developer for your startup:

1. Toptal

Pros:

• Premium Talent: Toptal’s thorough screening procedure ensures access to a network of exceptionally talented software developers, ensuring quality expertise.
• Personalized Support: Toptal’s committed team works with clients to identify the best software developers for their project needs.
• Reliability: Due to its distinctive model, businesses can quickly add to or build new project development teams without running the risk of hiring mistakes.

Cons:

• High Cost: Compared to other options on the market, Toptal’s services are more expensive because it is an upscale talent platform.

Toptal Pricing: Toptal has a $500 initial deposit requirement for recruiters. When you hire someone, this will be credited to your initial invoice. Your deposit will be fully reimbursed if you decide not to proceed. 

For access to top-tier software developers, Toptal is the ideal destination. One outstanding feature about this platform that makes it stand out is that it rigorously screens all candidates, ensuring you get a pool of the top 3%. 

Toptal was initially meant solely for independen

How Toptal Works

Candidates interested in joining Toptal must undergo a screening process to assess qualifications. The screening procedure is as follows:

• A full interview covering language, personality, and communication.
• A technical interview in which the candidate’s talents, cognition, and problem-solving abilities are evaluated.
• Every applicant goes through live tests to assess their specialized skills within the key expertise field.
• Every applicant is given a test project that is a real-world issue and has one to three weeks to complete it.

At the end of the screening stage of the hiring process, only the top 3% of candidates are accepted. When you use the platform when hiring software developers, you won’t have to fiddle around reviewing the candidate’s skill set because they have already been verified to have a decent track record.

Recruiters can submit job specifications on the

2. Arc.dev

Pros:

• Elite Talent Pool: Arc.dev has a meticulously selected talent pool of developers, providing access to top-tier experts when hiring freelance software developers.
• Thorough Assessment: The platform employs an elaborate technical assessment procedure to gauge the knowledge and abilities of developers.
• Supports Scalability: Arc.dev allows employers to recruit candidates for long-term positions, allowing them to scale effectively over time.

Cons:

• Smaller Talent Pool Base: Due to Arc.dev’s rigorous screening process, there may only be a small pool of developers available, especially for specialized skill sets.

Arc.dev Pricing: Hourly rates for freelance developers start from $60 and can go upwards to $80.

Arc.dev is an excellent resource if you are searching for highly skilled and qualified freelance developers. Software developers, DevOps engineers, full-stack developers, and database managers comprise a few of these freelancers’ specialities. 

Like Toptal, Arc.dev has a rigorous review procedure that makes use of assessment tools to guarantee high standards. It is dedicated to enabling businesses to employ full-time, remote engineers for the longer haul, which is ideal for businesses looking to scale their long-term projects. 

How Arc.dev Works

Arc.dev provides a straightforward hiring process. Reach out to the Arc.dev team to convey your request. Describe the Arc developer you are looking for, outlining your desired qualifications, skillset and experience. 

You will receive vetted applicant profiles that match your engineering requirements. These professionals have already been taken through interviews, coding assessments, and reference checks to ensure they meet your standards. Invite them for an interview, conduct assessments, and hire when you find a match. 

3. Indeed

Pros:

• Huge Talent Pool: Indeed has a large user base, providing access to a diverse choice of software developers with varying talents and skill sets.
• International Reach: Employers can hire software developers worldwide because the platform has an international scope.
• Budget-Friendly Alternatives: Posting job advertisements on Indeed is inexpensive, making it ideal for businesses with restricted recruitment budgets.

Cons:

• Screening Difficulties: The large number of applicants to Indeed job posts can make screening tedious and lengthy.

Indeed Pricing: Free to post jobs. Paid listings are available if you want to sponsor your job post. 

Indeed is a leading job posting website globally, with more than 300 million unique visitors monthly. It has built a reputation as a platform that connects job seekers to work opportunities in different categories. 

Individuals seeking jobs can post their resumes, boosting their chances of acquiring positions in different companies. This platform also doubles as a social network where different parties share their opinions and takes on their professional lives. 

How Indeed Works

Indeed allows you to post a free or paid job listing (Sponsored Job). When you make a free job post, it will appear in the relevant candidates’ search results. This job post will, however, drop off as new positions are posted. 

On the other hand, paid jobs are shown in search results for the duration they are sponsored. This makes them visible for an extended amount of time and to a larger number of potential employees. 

Furthermore, you will only pay for high-quality applications that satisfy your minimum requirements. Interested candidates can apply to your job posts, after which you can vet and interview them to find the ones that suit your specific company needs.

We have a full guide on how to screen and vet software developers, but if you’re looking for inspiration Andrew Jernigan — CEO at Insured Nomads — has got you covered. This is what Andrew had to say about software developer interviews:

As a fully remote team, we only do video calls and interviews. In this case, we went through 3 stages of interviews – Initial Screening, Meeting with the senior leadership, then Onboarding and Offer Negotiation.”

4. GitHub

Pros:

• Provides a Community of Developers: GitHub has a considerable developer community, rendering it a perfect platform for businesses looking for employees within that field.
• Credibility: Developers regard GitHub as a trustworthy platform that can attract top talent and boost the likelihood of discovering experienced and qualified applicants.
• Added Advantage: GitHub is an excellent site to find engineers familiar with Git. Git is a popular version control system. It is a great tool for collaborating with other developers and tracking code changes.

Cons:

• Time-Consuming: You’ll have to devote a substantial amount of time to this platform to figure out how it operates when recruiting. It is not as straightforward as publishing a job listing on a dedicated job board or social media.

GitHub Pricing: GitHub free is available to all users. There are paid plans available for access to more features and functionalities. 

GitHub is the most extensive online developer community.  GitHub Jobs, best known for its collaboration features and version control, is an ideal platform for organizations to interact with highly qualified developers. 

Developers on the site share and review code, run projects, and develop software. With over  100 million developers utilizing the platform, it provides a terrific channel to recruit developers for your company.  

How GitHub Works

To leverage GitHub for talent acquisition, you must first create an account. The next step is to run a search, which needs you to factor in a few things. These include the followers, language and location of potential candidates. 

Regarding followers, a developer’s quantity of followers is a good indicator of their expertise, skill, and reputation on the community platform. When it comes to language, look at the language they code in and evaluate whether it matches your company’s project needs. Unless you are hiring for a remote position, the candidate’s location will also be a key parameter in your decision-making. 

With these criteria in mind, enter your query on the GitHub search bar, and filter the results to users. You can then sort out the results to find potential candidates that align with your requirements. 

5. Gun.io

Pros:

• Exposure to Top Freelancers: Gun.io provides access to premium freelance developers.
• Quality Assurance: The platform provides exceptional talent by putting freelancers through a thorough screening procedure depending on their skills and expertise.
• Fast Hiring: Gun.io provides employers with a quick solution to their recruitment needs by allowing them to find talent within 4 days on average. 

Cons:

• Mandatory vetting for clients: To post a job on Gun.io, clients must apply and be vetted first. Once approved, the Gun.io team posts the job on their behalf. 

Gun.io Pricing: Gun.io has freelance contracting and direct hire options for recruiters. Freelance contracting is on a retainer basis based on the project, while direct hire is charged 20% of the candidate’s first-year salary. 

Gun.io is a platform that connects organizations with both freelance software engineers and long-term employees. The team thoroughly vets each freelancer to guarantee that only the top candidates become available for hire.

All the software developers who apply to join the platform undergo algorithmic screening and a work history and background check. The last stage of the hiring process involves a live technical interview by an expert in the field. From the massive number of applications sent in, only a few get approved to work with clients. 

How Gun.io Works

Gun.io also conducts a vetting process for interested clients to maintain the platform’s high standards. This means you must apply and be approved to post a job. It is also important to note that clients do not post their jobs directly on the website; the Gun.io team does it on their behalf. 

Its operations team handles all payments between you and the professional, while its customer support staff assists you in hiring. Once your job is posted, you can interview in

s you in hiring. Once your job is posted, you can interview interested candidates to find the ones that fit your needs. 

Top 4 Alternatives to Developer Job Boards

Job boards are a resourceful avenue to access and hire software developers. However, given the competitive nature of the job market, exploring other alternatives can broaden your chances of tapping into top talent. Here are some job board alternatives you can give a shot:

Ask Employees For Referral

Referrals are among the most effective ways to find top-notch software developers if you choose not to go the job board route. You can get referrals from your employees or other key industry players in software development. 

There are multiple advantages to using referrals to find potential candidates. First, the likelihood of a referred candidate being a good fit is high. This is because the referrer understands what your company operates in and your project scope. They, therefore, only provide relevant options. 

Another advantage is that it helps you cut down on recruitment costs significantly. Instead of spending your resources advertising your job opening, you can simply acquire candidates with the necessary skills directly through referrals.

Share Job Opening On Social Media

Social media is another convenient channel you can utilize in talent acquisition. Publishing your job openings on social media can help you access a wider audience when hiring software developers. Platforms like LinkedIn, Twitter, and Facebook have expansive networks that allow quick sharing and dissemination of job posts among professionals.

Include your job description and requirements when creating your social media job post. You can also encourage your networks to share the posts to help you attract more software developers to choose from.

“We post our job ads on our website, on Angel List, and occasionally on other free job posting sites. We also utilize our social media accounts and those of our core team to publicize job opportunities within our personal networks.”

~Danny Nathan, Founder/CEO at Apollo 21

Networking at Online Tech Events

Networking has been an excellent strategy for connecting with experts in various domains since time immemorial, and the tech sector is no exception. In today’s world, networking has moved from traditional offline events to virtual conferences, webinars and online tech events. These events allow developers, experts, and tech enthusiasts to meet and establish meaningful professional connections. 

Participating in such events opens you up to relevant and qualified software developers who provide a pool of potential talent for your company. You can communicate that you have a job opening as you engage with other attendees and then follow up with interested candidates after. 

Software Developer Communities

Online and offline software development communities serve as active centers for developers to interact, share information, and support one another. Participating in these forums can provide useful insights into the current industry trends, access to experienced professionals, and networking possibilities.

Participating actively in physical events can offer your organization visibility, helping you connect with skilled developers in your vicinity. You can participate in online forums such as offering advice and exhibiting competence.

Online platforms are especially useful for remote positions. As per the 2021 Developer Survey by Stack Overflow, the majority of the globe’s software developer population (60%) is concentrated in ten countries. The United States and India continue to top the world in software developer populations (18.33% and 12.61%, respectively).

How to Write a Compelling Developer Job Post

A compelling job post is crucial to attracting top candidates. Your post must be informative and geared towards the right audience, software developers. Follow these steps to create an effective job post:

1. Create a Concise Job Title

Begin with a job title that is clear and concise and accurately reflects the position you are hiring for. Ensure the title does not leave room for misrepresentation to attract the right candidates. 

An example of a clear title would be “Full-Time Senior Back-End Developer.”

2. Provide a Comprehensive Job Description

Provide a detailed job description with an overview of the project details, the developer’s responsibilities, technical skills required, necessary experience, and other qualifications. Be precise about unique skill sets, such as experience with specific industry domains. According to Statista, 19% of developers worldwide have 1-4 years of experience, and 29% of developers have spent 5-9 years coding.

3. Include Relevant Keywords

Keywords are essential to any job post, which applies to any software developer job post. Including relevant keywords ensures your post becomes available to relevant candidates, making it easier to match expertise and qualifications. This is especially useful for job boards, as potential candidates can filter job openings more efficiently based on keywords. 

4. Specify Application Instructions

Outline how candidates can apply for the job, including any requirements like resumes, cover letters, and code samples. 

5. Proofread and Publish

A properly-written and error-free post reflects your company’s professionalism and competence, so edit your post. You can post it on the relevant platform after verifying that it has no grammatical errors. 

Begin Your Search For a Software Developer Today

Talent acquisition for the best software developers does not have to be an aggravating hiring process. With multiple channels, you can leverage different platforms to find candidates matching your company’s needs. 

Explore the alternatives available, such as online platforms, referrals, networking events and industry communities, to broaden your reach. By diversifying your recruitment strategies, you can attract exceptional web developers to take your organization to the next level. 

Find Software Developer: FAQs

Screening Interview: Definition, Benefits and Best Practices in 2025

As Mary Krull — Lead Talent Attraction Partner at Southern New Hampshire University — opines, hiring remotely opens up the talent pool. More often than not, every job ad generates an overwhelming number of applicants. The question becomes, how do we whittle down the pool and proceed with high-potential candidates? Enters a screening interview.   

Screening interviews enable you to separate the wheat from the chuff. They let you see through the buzzwords in the resumes and junk curriculum vitae (CVs) to weed out applicants who are bluffing. If you’re hiring remotely for the first time and don’t know how to conduct screening interviews, we’ve got you covered here.

In this guide, we’ll discuss everything you need to know about screen interviews. We picked the brains of renowned HR experts, and we’ll share their opinions throughout the article. Stick by as we discuss a screening interview, its purpose, best practices, and the best screening interview platforms. 

What Is a Screening Interview?

A screening interview is the preliminary interview you administer to screen or filter job applicants. It’s the first and critical step in remote hiring that enables companies to narrow down their talent pool to retain those they think are best fit for the open position. 

What Are The Most Common Types of Screening Interviews?

The most common types of screening interview are phone, video and questionnaire screening interviews. Let’s get into details: 

1. Phone Screening Interview

A phone screening interview involves contacting potential talent through the phone. Generally, phone screening interviews are short and don’t require an investment in any interviewing platforms. For this reason, they are an excellent option for brands seeking to minimize hiring costs.

One notable drawback of phone screening interviews is that you can’t see non-verbal cues during the interview. 

2. Video Screening Interview

Unlike the simple phone interview, a video screening interview allows you to assess the candidate’s body language. There are two ways of conducting a video screening interview. 

One, you can request the candidate to record a video answering specific screening questions. Alternatively, you can conduct a live video screening interview through online screening apps. 

Some of the best platforms for video screening interviews include Zoho Recruit, Zoom, Google Meet, and VidCruiter, among others.

3. Questionnaire Screening Interview

If the role in your organization requires an in-depth assessment of the candidate’s situational judgment, a questionnaire screening interview is a good option. Questionnaires involve screening interview questions, determining whether a candidate has specific skills required for a role. 

How To Conduct A Screening Interview

While you can choose a video or phone screening interview, we recommend taking a multi-faceted approach. An approach that blends the three screening methods enables you implement a more holistic evaluation. This allows you to pinpoint top talents while promoting diversity, inclusivity, and fairness in your hiring process.  

Here is how to conduct a multi-faceted screening Interview:

1. Use AI-Driven Initial Screening

The advent of AI tools is a blessing and curse in equal measures for HR professionals. The proliferation of AI tools has made it possible for candidates to quickly put together applications that match the job description. As a result, you probably have to deal with a litany of junk CVs and applications.

Luckily, the same AI tools can help you sift out unhonest applications, before you even schedule a phone interview. Using AI tools for initial screening helps sift through a large pool to shortlist candidates based on specific criteria. 

2. Conduct a Phone Interview

Start with a phone interview without video to mitigate biases and promote objective assessment. Jessica adds that the phone lets you evaluate each candidate based solely on their qualification and responses. Some of the things to check during a phone screening interview include:

• Communication skills
• Role fit
• Ability to articulate skills and experiences
• Overall suitability

3.  Introduce Video Screening Interview

During the phone screening interview you spotted the right fit early and are certain those that sailed through have the potential to be your hire. However, these candidates aren’t yet ready for the main interview. 

The video screening interview helps evaluate the candidates professionalism and demeanor. These are important factors for assessing the candidates cultural fit within a virtual team. Seeing the candidate on video also helps provide valuable insights into the candidate’s non-verbal cues.   

4. Use Questionnaires and Take-Home Assessments

Lastly, give successful candidates take-home assessments to delve deeper into their preferences, experiences and cultural alignment. Questionnaires and assessments enable you to gauge the candidates practical skills and problem solving abilities.

Just bear in mind there’s no one-fits-all strategy when it comes to screening interviews. What works best for you is a strategy that can ensure the candidates that sail through to the main part of the hiring process have the requisite skills and resonate with the unique ethos of your organization. 

What Is The Purpose of Screening Interview?

A screening interview isn’t a formality: it’s a critical step in the hiring process. Get it right and you’ll find the best talent for the role. But if you get it wrong, it won’t be long before you schedule another hiring round — wasting time and money.  Here’s why you need to conduct a screening interview:

Streamline the Hiring Process

Screening interviews enables you to filter our applicants who may not be the right fit for your company. It helps you whittle down the applicants’ list to retain candidates who not only meet the requirements but also align with your company culture and values. 

Besides saving time and money, screening interviews sets the stage for more structured and in-depth conversation in subsequent phases of your hiring process. Ultimately, a well-structured screening interview ensures you hire only the best talents. 

Lower the Cost-Per-Hire

Hiring the wrong talent for a remote position can be costly. According to the Society for Human Resource Management, the cost of making a single hire is $4700. Depending on the seniority of the role, your company can spend up to four times the position’s salary to hire.

Conducting a good screening interview can help you get the right hire, sparing you the ache of wasting hiring resources.

Give Candidates an Insight About Your Organization

The recruitment process is not solely about you finding the best fit for a role. It is also about the candidate finding their best fit. During the screening interview the candidate gets accustomed to the company culture and mission. 

Why is it essential for the candidate to get familiar with the organization? It is simple: working with an employee who owns the brand is better than one with the ideal skills but feels out of place. If you are looking for talent to grow with your brand, it’s crucial for them to feel they belong in the organization.

Common Screening Interview Questions

While screening interviews should be brief, the interview questions should help you comprehensively assess the candidates. You can choose to tailor the questions to your company. Below are some common interview questions: 

• What are some of your previous achievements that align with this role? 
• What drew you to our organization?
• What are your organizational culture expectations?
• Do you have a salary expectation? State the specific range. 
• How do you plan to capitalize on this role to improve your skills?
• How do you handle conflicts at work? 
• Does this position align with your long-term goals? 
• Describe what you know about this company
• Why are you interested in a remote role?
• Describe your best quality that aligns with this job
• What are your expectations about this role?
• What are your passions and hobbies?
• What sets you apart as the idea talent for this job?
• Are you currently engaged in other interviews with other organizations?
• Which leadership style do you find most effective?
• How do you handle tight deadlines?

Best Video Screening Interview Platforms

1. Google Meet

Pros

• Free to use 
• Intuitive and easy to use
• Easy meeting scheduling
• Visual effects and  background options
• Features encrypted data

Cons 

• No meeting recording feature

Google Meets enables flawless screening interviews through its high-quality video. It supports real-time interviews, enabling you to read the candidate’s non-verbal cues. Also, the high-quality audio allows uninterrupted interactions during the screening interview. 

If you have set up some problem-solving challenges for candidates, you can use the screen-sharing feature on Google Meets. It also has a recording feature that can allow you to further assess the performance of candidates after the screening interview. Note that the recording feature is not included in the free plan. 

Transcribed File After Screening Interview

Google Meets has an automated transcription feature, which automatically converts the  screening interview into a written file. The transcription feature spares you the time for note-taking or the extra cost of transcribing the screening interview. 

Google Meets has a free plan that effectively works well for small meetings. However the free plan only covers up to 24 hours for one-on-one calls. If you are trying to save on costs, you can use the free plan and upgrade later, depending on your needs. 

2. Willo

Pros 

• Pre-recorded questions
• Incredible support team
• Candidates can answer questions at their own pace

Cons 

• No real-time interaction with candidates

Willo is the perfect tool for convenience. It ensures that the candidate and the recruiter have the screening interview without tampering with the regular schedule. Candidates can answer the screening interview questions at their own pace and convenience. 

Recruiters can acquire talent from anywhere around the globe without struggling with timezone differences. Willo is tech-friendly and has excellent automated features. For example, the tool can automatically share screening interview links on any platform. 

Get a Background Check For Candidates

Hiring remote talent can be stressful because of scammers and frauds. Willo eases such stress through the unique background-checking feature. You can receive a report verifying the candidate is who they say they are, hence avoiding hiring impersonators. 

Willo has affordable plans starting from $68/month. The tool offers a 15-day free trial with no strings attached. 

3. Zoom

Pros 

• Screening interview on Facebook
• Easy to use
• Perfect for large meetings

Cons 

• Inability to control unwelcomed comments

Zoom provides an easy-to-use platform that makes screening interviews convenient for both the recruiter and the candidate. It offers high-quality video and audio that minimizes interruptions during the interview session. 

Zoom has virtual background features that allow you to create the right environment for a screening interview from any site. It also features top-notch security to secure the screening interview and enhance privacy. 

Divide a Large Pool of Candidates Into Smaller Groups

Zoom has a unique feature called breakout rooms. Breakout rooms are incredible for recruiters who want to conduct screening interviews for many candidates. With breakout rooms, you can divide the larger talent pool into smaller groups and regroup them after the screening questions. 

You can access breakout rooms within the Zoom free plans. If your business is expanding, affordable monthly packages start from $12.49. 

4. VidRecruiter

Pros 

• User-friendly interface
• Excellent support team
• Customisable video integration

Cons 

• Overwhelming availability of features

VidRecruiter is an incredible tool to assist remote brands in streamlining their hiring process. It helps you navigate hiring talent through its live interview and pre-recorded features if you have recently transitioned to a remote work arrangement. 

Another incredible VidRecruiter feature is the ability to filter a large talent pool. The tool has reliable automated features that can narrow down candidates to those that match the role. You can also conduct panel interviews when needed during the technical interview process. 

You Don’t Need To Send Out Invites Manually

VidRecruiter can schedule screening interviews. It’s essential to save time during the hiring process, and VidRecruiter can help you by setting everything up before the interview. Automatic scheduling also eases things for the candidate. 

VidRecruiter does not offer a free plan. However, depending on your needs, it has a free trial and customised quotes.

5. Zoho Recruit

Pros

• Feature ATS and CRM
• Great price for small businesses
• Features inbound marketing tools

Cons 

• Customisation limitations

Zoho Recruit is an efficient tool to help you find potential talent for any position. It is a great tool that guides recruiters through the initial job posting process. Zoho Recruit walks with the recruiter and helps them track the best candidates. 

Whether you are looking for a temporary freelancer or a permanent remote talent, Zoho Recruit is a one-stop recruiting tool. The tool has advanced analytics to help you track potential talent from job applications to screening interviews, all through the hiring process. 

Leverage on Technology During Hiring

Zoho Recruit maximises technology and advanced analytics to keep the screening of candidates optimised. It features data-driven mechanisms to help recruiters optimise screening interviews and technical interviews. 

Zoho Recruit has an incredible free plan. The free program has numerous features that recruiters can leverage.

Virtual Screening Interview Best Practices

Below are some of the virtual screening interview best practices for brands to get the best talent for remote positions: 

• Ensure a flawless technical set-up before the interview
• Have basic information about the candidates
• Have a group of pre-screening interview questions put together
• Facilitate an engaging conversation
• Allow the candidate appropriate time to respond
• Ensure there is clarity in communication during the screening process

Final Thoughts

A screening interview is a critical part of hiring for a new skill. This step helps you save time and cut costs during the hiring process. Remote companies can utilize phone screening interviews, video screening, or questionnaires.  Screening interview strategies gives recruiters an upper hand by filtering talent, leaving the best fit to be processed to the next phase at a small cost.

Zoom, VideoRecruiter, Google Meet, and Zoho Recruit are the best tools to administer screening interview questions. Recruiters should maintain best practices for virtual screening interviews to achieve success. 

FAQs: Screening Interview

21 Software Developer Interview Questions In 2025

Hiring the right candidate for a software developer or engineer position for your team can be very challenging. An unsuitable recruit can cost an employer 30% of one developer’s yearly salary. Asking the right software developer interview questions can help you find software developers who will stay for years. 

You should go into each interview with a series of developer interview questions that help you focus on the tech skills required for the position. However, it’s not wise to only focus on the required skills. Behavioral, cultural, and opinion-based questions also play a role in determining a candidate’s suitability for the role. 

Want to know what software engineering interview questions to ask candidates? We’ll walk you through the top 21 software developer interview questions to help uncover which applicant has the required technical and soft skills you’re looking for.

Top Software Developer Interview Questions

When hiring a software developer, look for someone with good, consummate soft and strong technical skills. 

The right software developer interview questions can help you evaluate an applicant’s soft skills, hard skills, behavioral intelligence, and more. 

To help you find the right candidate, here’s a list of questions you need to ask software developer interviewees.

Qualification-Based Software Developer Interview Questions 

Most companies want candidates with higher qualifications. Qualification-based questions can help you decide just that.

They help you determine a candidate’s technical knowledge and expertise so you know whether they can handle the job’s requirements.

Here are three example questions you can ask your candidates:

1. What Programming Languages Do You Use? Which Three Do You Prefer Or Are Most Familiar With?

Believe it or not, it’s one of the most important interview questions for developers and can often be a dealbreaker for most recruiters. When you hire a software developer, find someone with good knowledge of a specific programming language. 

Bonus if they use these languages for personal projects outside of work. This shows they actively work on their programming skills.

Some programming languages are more crucial than others, based on what your team or company works on. For example, if you want a candidate for web development, they should be proficient in CSS, HTML, and JavaScript. 

2. How Do You Keep Your Skills Sharp and Up To Date?

This question indirectly checks if the applicant is focused on professional growth. In software engineering, it’s vital to keep up with new trends. 

Ask how the applicant stays connected to the industry and stays informed. Make sure to look for:

• Specific steps your applicant has taken and why
• Signs that show the candidate is informed on industry trends

Don’t forget the best software engineers embrace continuous learning to stay ahead in this fast-evolving field.

3. How Do You Create Tests To Discover Bugs In An Application?

Testing for bugs is common for developers, as they appear while building software. Identifying bugs involves creating tests conducted at various development stages. This way, you’ll get a final product with zero error. 

Good software developers can walk you through their way of working and why they think finding and testing bugs are important. You should know that every developer or software engineer has their ‘own’ process. So, listen carefully. 

Competency Questions

Competency interview questions are prompts that help you gauge a candidate’s skills and technical know-how. Often, they’re open-ended and might require answers that involve real-life scenarios. 

Listed below are a few questions to ask. 

1. What Do You Think Are the Most Important Aspects to Pay Attention to When Reviewing Another Team Member’s Code?

This question will provide you with insights into how the candidate approaches both teamwork and coding. 

It’s increasingly helpful when interviewing developers to try and comprehend their reasoning surrounding coding and collaborating with others since both are crucial for successful projects. 

Although there’s no wrong or right answer to this query, here are a few pointers to look for:

• No repetition
• Readable, concise, clean, and instantly understandable code
• Consistent naming conventions

2. What Has Your Experience Been Like As Part of an Agile Software Development Process, If Any?

It’s crucial to check if the candidate is familiar with Agile development and has experience in Agile teams since many development teams use Agile. This approach promotes teamwork, adaptability, and iterative development, ensuring projects are delivered efficiently.

You should look for:

• Considerable experience in Agile software development
• Previous work in cross-functional teams using methodologies like Kanban and Scrum

3. Talk About A Project You Completed Successfully

This query will allow the developer to talk about a specific project they completed without going too technical. 

It should provide insights into how they collaborated with teams, interacted with leaders and managers, time-management skills, and what contributions they specifically made. This helps you recruit a software engineer who best meets your company’s needs. 

Cultural Fit Questions

While technical skills are important, you should also consider how a candidate can contribute to the company culture. Applicants who align better with your company’s culture and mission are more likely to be productive and engaged and won’t quit within a year. 

Below are some cultural-fit questions you should ask your software development candidates. 

1. Why Did You Decide To Become A Software Engineer?

This question helps you learn more about your candidate. It reveals what motivates a developer and what aspects of their work they’re truly passionate about. Their response will show whether they have a strong enthusiasm for software engineering. 

2. What Are You Looking For In This Job?

Make sure to include this query in your software engineer interview questions. It can help gauge whether a candidate’s career goals match what your company looks for. 

In addition, you’ll get to know what prompts them at work. This is important to keep your team thriving and happy in the long run. Listen for what makes this applicant tick and what things you can do to keep their stay longer and better. This could be anything like money, passion for work, or growth opportunities. 

No matter what, you should listen without any judgment and understand their perspective. 

3. Do You Enjoy Working With a Team or Alone?

There’s no definitive answer to this query, as it largely depends on what you’re looking for in a developer. 

Maybe you want a developer who can be self-sufficient and work hard or someone flexible and open to different approaches. Nevertheless, you want a candidate that best meets your specific needs. 

Situational Questions

Situational questions give candidates made-up situations and ask them to describe what they would do. These questions are great for interviewing software developers because they have to think fast. 

When you ask situational software engineer technical interview questions, you want to see how candidates would solve a problem that might happen in your company.

Here are some examples to help you out:

1. How Would You Manage a Disagreement With the Team Lead? 

No matter how much the team thrives, there will be disagreements – they’re inevitable. This doesn’t mean disagreements are bad. 

Diverse teams and leaders bring various viewpoints and positive debates over products, often leading to new, enlightening solutions. 

Ask your applicant to share a past example. This will show their peacekeeping and communication skills necessary for the software reengineer roles. 

2. How Would You Handle a Problem If You Ran Into an Obstacle With Your Project?

This is one of the most important software developer interview questions you should ask your candidates. It helps identify how the applicant deals with delays, obstacles, and other issues that appear down the road. 

Most projects experience hurdles of various sorts, so a software engineer or developer having trouble pinpointing obstacles in their past projects might be a concern. 

When hiring a developer, ensure they can overcome issues to complete the assigned tasks on time. 

3. If You Were Assigned Multiple Projects With Tight Deadlines, How Would You Cope With Competing Priorities?

At times, developers have to manage multiple priorities simultaneously. As a recruiter, you know how crucial proper and timely management of these tasks is for a company’s success. 

The best applicants know how to determine their competing priorities and juggle without enabling one to mess up the others. 

Notice if a candidate also tells you a personal story or an anecdote about how they handled several priorities.

Behavioral Questions

Behavioral questions prompt candidates to talk about past work experiences and how they managed situations. This helps predict their reactions in similar situations at your company. 

You can also use behavioral questions to evaluate different skills and qualities. For example:

1. Can You Share a Time When You Worked With a Co-Worker on a Project and They Were Falling Behind Schedule? How Did You Manage the Situation?

Software development is an increasingly collaborative career option, even though a series of tasks will be carried out by individuals. 

This career demands working with several clients and teams with different leadership styles and personalities to diagnose and fix various software issues. 

Here’s what you should look for:

• Leadership qualities coupled with a proactive approach to meeting deadlines
• Focus on an applicant’s experience in problem-solving 
• Use of communication and interpersonal skills to motivate and connect with others

2. Share a Time When You Had to Make a Big Decision During Production. What Went Down, and How Did You Deal With It?

This question can help determine whether an applicant can think independently, analyze and review things quickly and clearly, and understand the most logical connections between ideas. 

Developers who are good at critical thinking tend to have a curious mindset, which can spark innovation and improve production systems and processes.

3. Think About The Toughest Piece Of Code You’ve Written. Can You Describe The Project And Explain Why It Was Challenging For You? Share What You Learned From The Experience.

Not every software project is a breeze. The best developers can spot their weaknesses and work on fixing them. If they can laugh off the challenges they’ve dealt with, it might mean they’re better at handling job stress.

Make sure to listen for:

• Admission of their weaknesses instead of just blaming external factors
• Signs that they use what they’ve learned to dodge similar issues in the future
• Experience in setting goals and sticking to a professional development plan.

Personality Assessment Questions

Personality assessment questions help you explore how candidates manage stress, stay motivated, and interact with the team. 

Most recruiters use them to learn more about a candidate than their professional level. These questions help you understand whether a candidate matches your organization’s culture. 

If multiple applicants have similar software development experience and skills, personality assessment queries can help you choose a better fit. 

Let’s explore some examples:

1. Tell Me How You Handled a Situation When You Were Unfairly Blamed for the Error.

It can be a challenging query; however, it’s a perfect way to assess an applicant’s attitude to teamwork. If a candidate quickly shifts the blame on their colleagues, it’s a red flag. You should hire diplomatic developers who don’t get frustrated easily and work toward solutions. 

2. What Work Environment Motivates You?

This software developer question helps determine if your company’s environment suits the candidate. Finding a culture-fit candidate is better than one with exceptional technical skills. 

When hiring, make sure your assessment isn’t influenced by personal biases. Hire a software engineer with the right attitude so they can thrive in your workplace. A competent tech lead can enhance their project-specific skills and train them for success.

3. What’s the Project That You Are Most Proud of?

This query will show how the applicant feels when contributing to a certain goal or mission. Which specific goal they found most interesting and relatable?

Additionally, it will show what types of projects the applicant would love to work on. You can learn whether they’re a good fit for the company or the position you plan to hire them.

Opinion Questions

Opinion-based questions are different because there is no ‘single’ right answer. You can use opinionated questions to see where a candidate stands on issues in the workplace, industry trends, practices, values, or technologies. 

They help you identify applicants who bring an informed and proactive mindset to your team. 

Here’s what you can ask candidates.

1. If Your Co-workers Could Describe You In a Few Words, What Would They Be?

The words candidates use can tell a lot about them. This question allows you to get insights into how they see themselves and around their colleagues or teammates. 

Make sure to listen for words like:

• Adaptable
• Organized
• Flexible
• Focused
• Innovative
• Determined.

In short, look for any adjective or word that best identifies the ideal applicant. 

2. Do You Consider Unit Testing Important or a Waste of Time?

Every competent engineer or developer should know about unit testing. Asking about this will show their attitude and priority towards it. 

Do they follow behavior-driven development (BDD) or test-driven development (TDD), or do they add unit tests later for process compliance or appearances? 

Unit tests are considered a best practice in code maintenance and software development. They are crucial in preventing logic errors and coding flaws and stopping bugs from reaching the final product. 

Moreover, automated unit tests also prevent regressions, ensuring that previously fixed bugs don’t resurface.

3. What, In Your Opinion, Is the Most Exciting Development In Software Development?

This fun developer interview question gives candidates space to talk about their interests in software development without focusing much on themselves. 

The answer will point to areas the candidate finds interesting and how they can benefit and complement your existing team. 

Ask the Right Questions to Get The Right Candidate

With this developer interview cheat sheet, hiring a software developer is a no-brainer. Navigate the must-ask technical software developer interview questions to determine the best fit for your company. 

In addition to questions about technical skills, consider throwing some nice-to-ask interview questions for candidates, such as:

• How do you stay updated on industry trends?
• Can you share a time you completed a challenging project?

They help you identify whether an applicant is a cultural fit, adaptable, collaborative and may prove an asset to the company. 

Follow this guide to create a comprehensive list of developer interview questions and reduce the time-to-hire in your tech interview process. 

Want to make your technical hiring process easier? 

Before jumping directly to the interview with your software developer questions, you should learn how to vet remote software developers to assess their skills beforehand and shorten the list of candidates.

Happy Hiring!

Software Developer Interview Questions: FAQs

Remote Software Developer Onboarding: A Complete Checklist

Learn how to onboard software developer to reduce turnover rates.

Phone Screening Interview In 2024: A Recruiters Guide

You have built a stellar talent pool for your open positions with sharp job ads and strategic recruitment sources. As a result, you’ve got a huge list of qualified applicants to select from. But how do you sift through this abundance? One effective way is to use a phone screening interview.

According to one report, 57% of companies and HR professionals use phone screening interviews. That’s because this tried-and-tested recruitment technique can help pinpoint your top candidates. However, like other things in recruitment, you must do it correctly to see results.

This article will walk you through everything you need to know about phone screening interviews, from what is it and how to conduct it to popular questions you should ask candidates.

What Is A Phone Screening Interview? 

A phone screening interview is a quick way to check over the phone if a candidate is a good fit for a job. 

When conducting a phone screen interview, your focus should be to find out if the candidate has the required qualifications for the job. It probes surface-level queries about:

• Background
• Qualifications
• Education
• salary expectations, and more

Phone screening interviews shouldn’t include in-depth culture testing or job testing. If you dig deeper at this early stage, it might scare the applicant away. 

Instead, companies and their HR teams should use these phone screenings to muster more information about the applicant to decide if you want them for an in-person interview or a job test.

Why Should You Opt For Phone Screening Interviews?

When executed properly, phone screening interviews provide a range of benefits, such as:

• They help you screen a great number of applicants personally.
• They help weed out unqualified candidates so you can focus on the best ones. 
• They provide you with valuable data about the applicant that helps guide in-person interview questions.
• They allow you to test interpersonal and communication skills early on.
• They help save time and effort. 

If it sounds overwhelming, don’t worry – we have a phone screening interview ‘cheat sheet’ to help you.

How To Conduct A Phone Screen Interview: A Step-By-Step Guide

If you’re unprepared, it’s easy to fall short in a phone screen interview. 

Since you can’t rely on body language, you should pay close attention to verbal cues. You don’t need to overprepare, but some planning ahead is essential. 

When gearing up for a series of phone interviews, it’s best to follow this step-by-step process:

1. Review Your Candidate Pool

Although it can be overwhelming and time-consuming, reviewing all candidates who applied to your available vacancies is crucial. You wouldn’t want a good candidate to fall between the cracks due to applicant overload. 

To help ease some of your work, leverage filter and search capabilities in your ATS (Applicant Tracking System) software. Weed out applicants who don’t meet the exact education or experience required. 

If required, you can use multiple automatic processes to filter out before manually reviewing leftover resumes. 

2. Create A Preliminary Shortlist

After going through the resumes, create a ‘preliminary’ list of candidates you want to talk to. It might be 10 or even 100 people, depending on how many applied and how many you can rule out right away. 

Don’t stress if your ‘shortlist’ isn’t really short. That’s why you’re doing phone screening interviews to ensure you find the right fit. 

Remember, good screening helps narrow down your list of potential candidates.

3. Create A List Of Questions

Next, you must compile a series of questions you’ll ask each candidate. 

Ensure you understand your talent pool, job requirements, and company goals and strategies. This will help create a list of questions that best align with these variables.  

In addition, you should keep your phone screen interviews concise – they should last between 20-30 minutes. So, write questions that reflect this timeframe. 

Wondering what kind of questions to ask? We’ll explore this shortly. 

4. Conduct The Phone Screening Interview

You’ll need to schedule an interview appointment with each applicant, both to be courteous and enable some time to prepare. 

There are various options to use. For instance, you can email all candidates directly or use tools such as ATS or booking platforms to send automated requests for interview scheduling. 

You can even use SMS – it works and is a preferred choice for millennials. 

Call your applicants at a scheduled time, and don’t forget to review the questions you prepared. 

Make sure to treat the phone screening interview like a structured interview where you ask candidates similar questions in similar order.

Asking every candidate identical questions during your phone screening allows you to evaluate each applicant objectively. This helps figure out who makes it to the next round. 

5. Evaluate The Results

Once your phone screening interviews are completed, assess the outcomes using your scoring rubric.

Then, conduct a second round to narrow down candidates. This time, focus on those applicants you’d like to meet and interview in person.

Now that you know how to conduct a phone screening interview, let’s find out the types of questions you should ask. 

7 Phone Screen Interview Questions

Believe it or not, phone screening interview questions help filter out unsuitable candidates. 

Your telephone questions should cover the basics, from background information and candidate details to job interest, salary expectations, and any unclear resume points. 

Without further ado, here are seven questions to ask during a phone screening interview:

1. Background Information

One of the first things you need to do when starting your phone interview is to ask the applicant to confirm and verify the details on the resume. 

This helps ensure you have reliable information for your review and may highlight areas requiring further clarification.

You can frame background queries as ‘yes/no questions’ to confirm the details or allow the applicant to elaborate on their resume.

Make sure to keep it concise and focus on the most essential details like experience or work history. Here are a few questions HR people may ask to candidates:

• What was your most recent job, and what responsibilities did it involve?
• Why did you leave your previous position?
• How does your experience align with this role?

2. Qualification

Dig deeper into the candidate’s skill set and how it aligns with the job requirements. 

You can ask questions like:

• Which specific skills and strengths make you a strong fit for this role? 
• Can you share an example of how you’ve successfully applied these skills in a previous position?

This helps you evaluate the candidate’s expertise and assess whether they have the essential qualifications for the job.

3. Education

While experience is valuable, education also plays a role in shaping a candidate’s abilities. 

So, inquire about their educational background with questions such as, “How has your academic background prepared you for this role?” and “Are there specific courses or projects that you believe are particularly relevant to this position?” 

Understanding their educational journey provides a holistic view of their capabilities and how they’ve applied theoretical knowledge in practical scenarios.

4. Salary Expectations

Employers find the salary question important, but candidates often avoid it to keep their negotiation power. You need to determine how much negotiation room you have. 

For high-level positions, you may consider meeting the candidate’s expectations. However, you may need to reconsider if you’re hiring for entry-level positions and a candidate requests an overly high wage. 

If unsure about financial compatibility, you can revisit the salary discussion later, but don’t waste time if there’s a significant gap between their expectations and your budget.

Here are two questions you can ask:

• What is your current salary?
• What salary are you looking to earn?

5. Reason For Applying

Understand why the applicant wants to join your company. If you know why, it will provide you with valuable insights into how active they will be during the recruitment process and, if selected, on the job. 

Keep your questions focused on why they applied, why they’re leaving their current job, what they expect from the new position, and how would they perform and interact with your team.

Here’s a list of questions you may ask during phone screening interviews to find out those answers:

• Why are you interested in this position?

• Why are you leaving your current job?
• What do you think this job offers that your current one doesn’t?
• How do you see yourself contributing to the team?

Remember, it’s an introductory interview. So, maintain a balance between collecting information and not overwhelming the candidate.

6. General Knowledge About The Company

Want to test how prepared the candidate is during a phone screening? Ask questions that help determine how well the applicant knows your organization or the job they applied for. 

Make sure to pose open-ended queries that require knowledge about your organization, products, services, and values. This ensures the candidate has done their homework and is genuinely interested in your company.

Some phone screening questions include:

• What attracted you to our organization?
• Can you explain what we do?
• What are our main products and services?
• How do your skills align with the job description?

7. Resume Points Requiring Clarification

Wrap up your phone screening interview by asking specific questions tailored to the candidate you talk to. 

If you notice any question marks or red flags on their resume, like extended employment gaps or frequent job changes, ask the applicant about it.

Your goal should be to comprehensively understand the candidate’s background to inform your evaluation.

Final Thoughts

A phone screening interview is a smart way to filter through applicants and find the best fit. Prepare your list of questions and dive into phone screenings – you’re getting closer to that perfect hire! 

Ensure that things are fair and consistent with solid interview techniques in every round.   Be polite, respect the applicant’s time, and stay focused to nail your phone internet. 

Remember, it’s a two-way street – the candidate is sizing you up just as much as you’re evaluating them! 

Follow this guide to the T, and you’ll have a candidate that best fits your job description and the position. 

Happy recruiting!

FAQs: Phone Screening Interview

Top 16 Skills To Look For When Hiring Software Developers

Software developers contribute greatly to a company’s growth by operating the main engine room of any organization’s software department. Whether you’re a startup aiming to disrupt the industry or an established organization looking to stay ahead of the competition, hiring top software developers is important. 

However, with multiple programming languages, frameworks, and countless technologies, choosing one or a few developers from the stacks of applications can be challenging. Moreover, there are projected to be an average of 162,900 job openings yearly for software developers, testers, and quality assurance analysts. This is mainly credited to workers exiting the workforce or moving jobs and indicates the recruitment process will be an ongoing endeavor. 

So what key skills for software engineers should you be looking for? This blog post will take you through the essential skills to be keen on to assemble a talented and dynamic team that can move your business forward.

Software Engineering Programming Languages & Skills

Every programming language has merits and specializations that allow software engineers to tackle multiple projects and tasks. As the founder of a startup or bootstrapped company, your goals and objectives will determine your choice of programming skills in potential candidates. Here is an overview of some popular programming languages necessary when recruiting developers: 

1. Java

Java is a universal programming language that is commonly used in software development. It’s statistically typed, making it an excellent option to catch errors. It is quite reliable and is used extensively in enterprise applications. 

Moreover, it’s versatile, making it a go-to language for building web-based services, embedding complex software systems, and creating desktop and mobile applications. Java enables programmers to inherit behaviors and attributes from classes without recreating them because it has fewer dependencies. 

2. JavaScript

JavaScript is an interpreted programming language mainly used in developing web applications, building games, and adding interactive features to websites. Software engineers can use it for scripting since an existing system interprets its code. 

It has first-class functions, a dynamic type system, and is single-threaded. This functional programming language is applicable in both front-end and back-end development. It can also be used in network applications and outside a web browser. As of 2022, 98.7% of websites globally utilize JavaScript as a client-side programming language, demonstrating the language’s growing popularity.

3. Swift

Swift is a programming language developed for iOS, watchOS, macOS, Linux, and tvOS applications. It was developed by Apple Inc, which makes it the primary language for iOS development. 

Swift aggregates the best of Objective-C and C, excluding compatibility limitations. Developers can use Swift to write concise and safe code for operating systems like Linux and Windows. It is also relatively easier to use compared to older languages. 

4. Scala

Scala is a multi-paradigm programming language created by Martin Odersky. This programming language is meant to convey common programming patterns safely and concisely. Developers can use it to combine functional and object-oriented languages seamlessly. Both Java and Scala are JVM-based languages, and Scala generates the same byte code as Java. 

5. SQL

SQL in full is Structured Query Language, a language used to manage data in relational databases. It is a declarative language, which means that it states the expected outcomes of a query without identifying the actions required to achieve those outcomes. 

SQL enables programmers to store, manipulate, manage, and retrieve data in data management systems. It is especially useful in data analytics applications. Statistica states SQL  was the third-most-popular programming language among software developers at 49.43%. 

Software Engineering Technical Skills

Software engineers require technical skills to create reliable, efficient, and scalable software solutions. Here are some essential key technical skills needed for software engineers: 

6. Software architecture

Software architecture refers to the process of designing and structuring a system. It involves making decisions about all included elements, such as layers and modules. It also involves determining how these elements and other components interact. 

This skill is necessary because it determines the structure of software and ensures that it is scalable, maintainable, and adaptable. Software architecture guarantees that each software solution has a solid foundation for development. 

7. Software Development 

The software development process is at the heart of every software engineer’s skillset. It involves building a software application, from its conceptualization to its implementation (the software development life cycle). Software development skills enable programmers to build frameworks and methodologies that meet project requirements and result in functional software solutions. 

8. Coding and Computer Programming

Among software engineers’ most fundamental technical skills, coding skills, and computer programming are top of the list. Every good software engineer must be competent in at least one coding language based on your organization’s needs. A computer science degree and software engineering courses are a plus.  

Proficiency in coding enables engineers to translate requirements and algorithms into executable instructions that a computer system can understand. This is fundamental when creating valuable software applications. 

Some coding languages are better suited for some software engineering jobs than others. For example, Java would be the best option for a company developing Android apps, while Swift would be ideal for iOS applications.

9. Software Testing

Before software applications are launched, software engineers need to certify that they are reliable and defect-free. This is done through software testing, where any defects and bugs are identified and eliminated. Skills and techniques required for this process include integration, system, and unit testing. Engineers will also need to comprehend test-driven development methodologies to be efficient in testing. As per Global Market Insights, the software testing market is expected to grow at a 5% CAGR between 2023 and 2032. 

10. Object-Oriented Design (OOD)

Object-oriented design refers to designing and organizing software systems based on their components and interactions. Successful software engineers need to be proficient with OOD to promote modular, maintainable, and reusable code. OOD engineering principles such as polymorphism, inheritance, and encapsulation enable engineers to create software architectures that are easy to understand and flexible.

11. Data Structure and Algorithms

Other vital skills include data structures and algorithms. These are crucial skills for building efficient software solutions. Data structures cover the different ways organizations store their information in databases. Algorithms, on the other hand, are the procedures necessary to undertake a task. 

Software engineers need these technical skills to evaluate which combinations of data structures and algorithms will assist them in maximizing the information in a program’s code. These top software engineer skills also enable proficiency in solving computational problems, especially when handling growing data volumes. 

Software Engineer Soft Skills

Although technical skills and knowledge of various programming languages are invaluable in entry-level software engineers, they also need soft skills to complement them. Here are some key soft skills they should possess:

12. Problem Solving

Before a software development project is accomplished, different complex challenges are encountered regularly. Developers, therefore, require strong problem-solving skills that enable them to think critically, identify patterns, and approach problems systematically. This critical skill enables them to anticipate problems before they happen, providing solutions to mitigate setbacks or hurdles.   

“Software developers must have the ability to think critically and creatively in order to solve complex problems. They should also have good problem-solving skills, as they will be tasked with debugging programs and finding solutions to any issues that arise. In addition, software developers need to be able to collaborate effectively with their team members in order to come up with innovative solutions.”

~ Martin Seeley. Founder & CEO at Mattress Next Day

13. Attention To Detail

Software engineers work with intricate code structures, so it is unsurprising that attention to detail is an essential soft skill. The code must be clean and error-free for all software components to work harmoniously. Attention to detail helps software engineers review their code and spot errors or inconsistencies. It helps in debugging software programs and improving the overall performance of the software. 

14. Communication skills

Software engineers seldom work alone. They require input from clients, stakeholders, and other software development team members. This means that developers must be able to express ideas clearly, articulate technical concepts, and explain solutions.                      

Strong communication skills enable them to understand project needs, ask pertinent questions, and deliver accurate progress reports. Additionally, software engineers who communicate effectively promote a productive workplace by ensuring everyone participating in the software engineering process is on the same page. 

“Effective communication becomes even more vital when team members are located in different time zones or working asynchronously. Developers should be able to articulate their ideas clearly, actively participate in discussions, and provide regular updates on their progress. They should also be adept at using collaboration tools and platforms to facilitate effective remote communication.”

~Joe Morgan, CEO and Editor-in-Chief of Venture Smarter

15. Fast Learner

The tech world constantly changes, with new tools and frameworks emerging daily. Software developers must be able to continuously update their skills to help them optimize the final product. They must be eager to learn new things and incorporate emerging technologies and concepts in their everyday work. Continuous learning is, therefore, a necessity in delivering innovative solutions.

16. Team Player

Complex software development projects necessitate the expertise and input of multiple parties, which is why team player skills are key for a successful software engineer. Cross-functional teams involving project managers, designers, stakeholders, and testers contribute to a project. Being a team player allows smooth collaboration where all members share knowledge, provide constructive feedback, and participate in discussions for project success.

“Collaboration is the key in any remote teams. I look for collaboration skills in software developers as much as I would look for technical skills. I need someone who can work well in teams and on projects that involve multiple stakeholders and dependencies. I look for software developers who can coordinate and cooperate with others, share their ideas and feedback, and resolve conflicts and issues.”

~Anna Koval, Co-Founder and Marketing Officer at Tarotoo

Is It Possible to Find Software Engineer With These Skills?

The best-case scenario when recruiting software developers is to find talent with all these skills. However, this is more theoretical than practical, as it’s not possible to find a software developer that ticks every box. It’s important to recognize that software engineering and development is a constantly evolving field, and new technologies and frameworks emerge regularly. 

Organizations have to define their goals and objectives, which will guide them to what they require from a developer. Non-negotiable core skills include knowledge of coding and programming languages, as this falls at the heart of the developer’s job. 

Other skills can be acquired on the job, and a great way to impart them is by undertaking training programs or providing opportunities for continuous learning and professional development. Select candidates who have a willingness to learn and adapt to new technologies, and you can nurture their skills further.

Conclusion

Hiring a software developer with the right key skills for software engineer is essential to building an innovative tech team that is bound to be successful. Although finding software engineers with all the skills might be a hurdle, you can focus on the core competencies when recruiting and build upon other software engineer skills later. 

Software development is a dynamic field, with changes occurring now and then. This means that you need to cultivate and nurture the skills of your developers to ensure they are all-rounded and driving innovation. Ultimately, choose candidates that can collaborate, learn and solve problems for organizational success. 

Software Developer Skills: FAQs

How to Vet Remote Software Developers in 2025

As Andrew Chen, Chief Product Officer at Videeo, opines, “you need to thoroughly evaluate each candidate individually to make an informed choice. The process should be conducted in a manner which keeps the primary focus on whether or not a candidate is a good fit for your company.” Videeo hiring process entails vetting software developers thoroughly to ensure only the best-fit candidate makes it through the company door.

Managing the process from the first to the last stage is more advantageous than hiring pre-vetted developers on popular vetting platforms. It enables you to build custom vetting procedures to find software developers for your specific requirements. Don’t know where to start? Read this guide for insights on vetting software developer candidates to hire the best ones for your startup.

Pre-Screen Questions

When vetting software developers, it is crucial to begin with pre-screening questions before delving into the technical aspects.  

Pre-screening questions can help you save time, learn more about a candidate’s personality traits, and make sure they fulfill the minimum standards. They are a crucial source of data to evaluate a candidate’s abilities and work ethic and can impact the outcome of the overall vetting process.

You can narrow down the pool of candidates by using these questions as an assessment technique. Here are  seven fundamental pre-screen questions:

• How do your education and technical training assist you in carrying out your responsibilities as a software developer?
• What expertise and abilities do you already have that you can apply to this position?
• Have you worked on remote projects before? If so, how do you ensure effective collaboration with a distributed software development team?              
• Describe a challenging coding problem you faced and how you resolved it.
• How do you keep yourself updated with the latest software development trends and technologies?             
• Can you share an example of a successful project you completed independently?
• How do you handle feedback and criticism during the development process? Soft Skills Interview

Soft Skills Interview

When recruiting software developers, selecting candidates with a strong technical foundation is paramount. However, for them to be all-around, soft skills are also crucial. These essential personality traits facilitate productive collaboration among engineers. 

Look for these soft skills in the interview process to determine whether you have the right talent: 

1. Cognitive ability     

Cognitive ability is an essential trait for remote software developers as it underpins their ability to quickly grasp complex concepts and solve problems. It allows developers to assess hurdles in the development process, break them down into smaller components, and come up with efficient approaches to tackle them. Here are questions you should ask to assess the cognitive skills of candidates:

• Describe a problem you faced in the development process and the steps you took to resolve it.
• How do you handle tight deadlines?
• Can you share a project where you had to identify and fix a bug, errors or other inconsistencies?

2. Creativity and ability to improvise 

Programmers and software developers need creativity to build innovative technology. It is one of the essential skills that allow them to create cutting-edge models that appeal to customers and meet their needs. The ability to improvise allows software developers to come up with strategies that can adapt to changing project requirements. 
Ask these questions to assess the candidate’s creative  skills:

• Tell us of a time you encountered a challenge and needed to pivot your approach during development.
• How do you come up with a new product or feature?
• Have you had to come up with a creative solution to a difficult technical challenge? How did you handle it?

3. Communication

Software developers need to be able to communicate concisely and effectively with project stakeholders such as project managers and other team members. This is especially paramount for remote workers, as they need to be able to convey their thoughts and ideas to people in different physical locations. Questions you can ask to ascertain these skills are present include:

• How would you handle conflict or a disagreement within a team?
• How do you ensure clear and effective communication with team members working in different time zones?
• Describe a situation where you had to explain a technical concept to a non-technical person. How did you make it understandable?

4. Problem-solving

Problem-solving abilities are essential for all aspects of software development. This soft skill, in particular, will have the biggest impact on how your developer approaches difficult problems. It will also have an impact on how ‘out of the box’ they approach obstacles to find solutions. To assess the problem-solving skills of a potential candidate, ask these questions:

• Share an example of a particularly difficult drawback you encountered and how you mitigated it.
• How do you approach debugging when facing a complex issue with multiple potential causes?
• When faced with two development issues as you write code, how will you prioritize which one to handle first?

5. Critical Thinking 

This goes hand in hand with problem-solving. Critical thinkers are cognizant of the issue they are dealing with and are aware that there are numerous potential solutions. They will evaluate those options and then choose the one that will meet their needs the best. Ask interviewees these questions in the selection process to determine whether they have critical thinking skills:

• Can you share an example of a situation where you had to challenge a proposed technical solution based on critical analysis? 
• How do you approach evaluating the pros and cons of different approaches to a coding problem?
• Tell us of a time you used an unorthodox approach to handle a problem in a job role. 

6. Collaboration skills

In regard to software development, no man is an island. Software developers seldom work on projects alone, as input is required from coworkers to bring the project to completion.

Collaboration skills are, therefore, fundamental in ensuring all involved parties work cohesively to boost company culture. Ask these questions to ensure your software engineer can successfully collaborate with others:

• How do you ensure you are successfully participating in a team setting?
• Have you ever faced challenges when collaborating with team members from different cultural backgrounds? 
• What do you think are the main hindrances to effective collaboration in the development process? How best would you recommend overcoming them?

Technical Skills Interview

Once you’ve assessed the soft skills, it’s time to evaluate the candidates’ technical prowess. The following tactics will help you identify the best developers for your startup in the technical interview:

1. Hackathons

Hackathons are a great way to set apart skilled software developers from mediocre ones. They allow developers to showcase their skills in a high-pressure environment, providing valuable insights into their problem-solving abilities, creativity, and teamwork.

To use this method effectively, you can organize a virtual hackathon where candidates can collaborate to build a specific feature. Alternatively, you can ask them to solve a predefined problem within a limited timeframe.  

You can then use this opportunity to assess their solutions and teamwork during the event. Some useful tools and platforms for hackathons include Devpost, HackerRank, and LeetCode.

2. Live coding challenges

Another trick when vetting software developers is using live coding challenges. These challenges are a great way for you to see how candidates approach problems in real-time. They offer valuable insights into their coding style, efficiency, and ability to communicate technical ideas effectively. 

We spoke to Vikas Kaushik, CEO at TechAhead for our piece, and he had this to say: “First and foremost, we carefully assess candidates’ technical talents via coding challenges and work samples to make sure they have a varied skill set and are knowledgeable about pertinent technologies.”

You can undertake one of these by scheduling a live coding session with candidates using screen-sharing tools. You can then provide them with coding challenges relevant to your project and evaluate their problem-solving approach. Platforms and tools you can use for this include CodeSignal, CodePen, and CoderPad.

3. Pair programming

Pair programming refers to a method where two programmers collaborate at the same workstation to create software. While one, the driver, types code, the other, the observer or navigator, checks each line as it is entered. 

Pair programming assesses a candidate’s ability to collaborate and communicate effectively with other developers, which is essential for remote teams. You can observe how candidates engage in the process and navigate through coding challenges. Useful tools for this include Visual Studio Code Live Share and Codeanywhere.

4. Work Sample Test

A remote work sample test involves providing candidates with a small real-world project to complete on their own time. This allows you to evaluate their coding skills, approach to problem-solving, and attention to detail.

Ben Richardson, the director of Acuity Training, had this to say about work tests, “Thanks to technological advancement, there are a number of ways nowadays to conduct a monitored skills test. There are websites that will host and monitor the process of the test via screen recording and via webcam to ensure that the test was legitimately conducted.”

You can create a coding task or a mini-project that mirrors the kind of work they’ll be doing at your startup and assess their high quality code. Some useful tools for this include GitHub, Bitbucket, and GitLab.

5. Blind hiring

Blind hiring aims to remove unconscious bias from the hiring process, ensuring candidates are evaluated solely on their skills and experience. It is where you remove personal information like name, gender, and educational background from the initial evaluation of candidates. You can then focus solely on their coding abilities and technical expertise. Relevant tools for this include CodeSignal’s Interview suite and Applied.

6. Code review or bug bounties

Code reviews or bug bounties allow you to assess a candidate’s ability to find and fix bugs in existing code, which is a crucial aspect of any development process. You can offer candidates a codebase or a list of bugs to fix and review and then evaluate them as they work.

7. Questionnaires

Questionnaires are an inexpensive way to gather additional information about candidates. You can get information on their preferred coding languages, development methodologies, and specific areas of expertise. Some tools you can use for this include Google Forms and SurveyMonkey.

Choose The Best Fit Overall

Now that you’ve gained a better understanding of the hiring process for remote software engineers, it’s critical to keep in mind that every applicant is different. Technical proficiency is essential, but it’s also crucial to take into account how well the prospective employee fits with the objectives of your firm. A good developer combines technical proficiency with soft skills properly and can be a tremendous benefit to your company.

Vetting Software Developers: FAQs