Engineering Talent Acquisition and Assessment Questions

Focuses specifically on practices for identifying, attracting, evaluating, selecting, and onboarding engineering candidates. Candidates should be able to articulate a hiring philosophy and the technical and behavioral competencies they prioritize such as problem solving, learning ability, ownership, communication, and collaboration, and explain how those priorities drive sourcing and assessment. Topics include sourcing channels and pipeline building for engineers including passive outreach, referrals, and campus programs, employer branding, and partnering with recruiters. Assessment methods should be described in detail including phone screens, take home tasks, coding tests, pair programming, system design interviews, rubric and scorecard creation, calibration discussions, and methods to separate raw technical skill from cultural fit. Also covers red flags and candidate experience, negotiation, loop design, sample interview questions or exercises, and metrics such as time to hire, offer acceptance rate, and quality of hire, as well as concrete examples of improvements made to engineering hiring processes.