Interview Guide for

Junior Software Engineer

Discover the ideal Junior Software Engineer with this comprehensive interview guide designed to assess technical aptitude, learning agility, and collaboration skills. With structured interviews and practical work samples, you'll identify candidates who can contribute meaningfully while growing alongside your engineering team. This guide provides everything you need to make informed hiring decisions.

How to Use This Guide

This interview guide serves as your roadmap to identifying the best Junior Software Engineer for your team. To get the most value:

Customize and Adapt - Modify questions and competencies to align with your specific tech stack and company culture
Share with Your Team - Distribute this guide to everyone involved in the hiring process to ensure consistency across interviews
Maintain Independence - Have each interviewer complete their evaluation independently before sharing thoughts with the team
Use Follow-up Questions - Dig deeper with the provided follow-up questions to fully understand a candidate's experience and thought process
Focus on Traits Over Experience - For this junior role, prioritize learning agility, problem-solving, and collaboration over years of experience

For additional support, explore Yardstick's interview question generator and learn more about structured interviewing best practices.

Job Description

Junior Software Engineer

About [Company]

[Company] is a [Industry] company dedicated to [Company Mission/Value Proposition]. We are passionate about innovation, collaboration, and customer satisfaction and are seeking a talented and enthusiastic Junior Software Engineer to join our growing team. Located in [Location], we offer a dynamic and rewarding work environment with opportunities for growth and development.

The Role

As a Junior Software Engineer at [Company], you will be an integral part of our development team, contributing to the design, development, testing, and deployment of our software applications. You'll work closely with senior engineers to learn industry best practices, build your skills, and make meaningful contributions to projects that impact our users. This position offers an excellent opportunity to launch your software engineering career and make a tangible impact.

Key Responsibilities

Assist in the development and maintenance of web applications, mobile applications, or backend systems
Write clean, well-documented, and testable code
Collaborate with senior engineers on design, development, and debugging
Participate in code reviews to ensure quality and adherence to coding standards
Contribute to testing and quality assurance processes
Troubleshoot and resolve software defects
Learn new technologies and frameworks as required
Participate in team meetings and contribute to sprint planning and retrospectives
Help build CI/CD pipelines and write unit tests

What We're Looking For

Bachelor's degree in Computer Science, Software Engineering, or a related field (or equivalent experience)
Solid understanding of programming languages (e.g., Python, Java, JavaScript, C#) and object-oriented programming principles
Familiarity with relevant frameworks or technologies (e.g., React, Angular, Node.js, .NET, Spring)
Strong problem-solving and analytical skills
Excellent communication and teamwork skills
Eagerness to learn and a passion for software development
Experience with version control systems like Git
Bonus: Experience with cloud platforms, DevOps practices, or Agile methodologies
Bonus: Personal projects or contributions to open-source projects

Why Join [Company]

At [Company], we believe in empowering our engineers to grow and thrive. We offer a collaborative environment where innovation is encouraged, and continuous learning is supported.

Competitive salary: [Pay Range] per year (depending on experience)
Comprehensive health, dental, and vision insurance
Paid time off and holidays
Professional development budget and opportunities
401(k) plan with company match
Flexible work arrangements

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to get to know you while giving you insight into our team and work environment.

Initial Screening Interview: A 30-45 minute conversation with our technical recruiter to discuss your background, experience, and interest in the role.
Technical Work Sample: A practical coding exercise that allows you to demonstrate your coding skills with a take-home project or during a live coding session.
Team Interview: A conversation with potential team members and your hiring manager focusing on your approach to problem-solving, collaboration, and learning.
Offer Stage: We'll make a decision promptly after completing all interviews and reach out with next steps.

Ideal Candidate Profile (Internal)

Role Overview

The Junior Software Engineer will assist in developing and maintaining software applications while learning from senior team members. This role requires a combination of technical aptitude, eagerness to learn, and strong collaboration skills. The ideal candidate will be able to contribute to code development, participate in the software development lifecycle, and grow their technical capabilities in a team environment.

Essential Behavioral Competencies

Learning Agility - Demonstrates the ability to quickly grasp new technologies, concepts, and methods, applying them effectively in work situations, and continuously seeking opportunities to expand knowledge.

Collaboration - Works effectively with team members, actively participating in group discussions, sharing ideas, and contributing to collective problem-solving in a supportive manner.

Problem-Solving - Analyzes issues methodically, breaks down complex problems into manageable components, and develops practical solutions while applying logical reasoning.

Communication - Expresses ideas clearly and concisely both verbally and in writing, actively listens to others, and adapts communication style to different audiences and contexts.

Attention to Detail - Maintains high accuracy in work, follows established procedures meticulously, and ensures thorough review of code and documentation before submission.

Desired Outcomes

Successfully complete training on company coding standards and development processes within the first month
Contribute functional code to at least one production project within the first 90 days
Demonstrate increasing independence in assigned coding tasks over the first six months
Actively participate in code reviews, offering constructive feedback by month six
Develop proficiency in at least one new technical skill or framework within the first year

Ideal Candidate Traits

Recent computer science or related degree graduate with strong fundamentals in programming
Demonstrates enthusiasm for technology and software development through personal projects or academic achievements
Shows evidence of self-directed learning through online courses, bootcamps, or self-study
Communicates technical concepts clearly, even with limited professional experience
Demonstrates analytical thinking and methodical problem-solving approach
Shows curiosity about how things work and asks thoughtful questions
Maintains a growth mindset, welcoming feedback as an opportunity to improve
Displays patience and persistence when facing challenging problems
Shows evidence of being a team player who can adapt to collaborative environments

Screening Interview

Directions for the Interviewer

This initial screening interview aims to assess the candidate's basic qualifications, interest in the role, and cultural fit. Focus on understanding their technical background, passion for software development, and learning potential. This interview should help you determine if the candidate possesses the foundational skills and mindset needed for a junior role.

Begin by introducing yourself and explaining the interview process. Ask open-ended questions and encourage the candidate to elaborate on their experiences. Listen carefully for indicators of learning agility, problem-solving abilities, and collaboration skills. Look for enthusiasm about technology and a genuine desire to grow as a software engineer.

Best practices:

Start with easier questions to help the candidate feel comfortable
Pay attention to how well they articulate technical concepts
Note their enthusiasm for learning and growth
Allow 5-10 minutes at the end for the candidate to ask questions

Directions to Share with Candidate

I'll be asking questions about your background, experience with software development, and interest in this role. This is a conversation to help us both determine if there's a good fit. I'll leave time at the end for any questions you have about the role or [Company]. Feel free to ask for clarification if any question isn't clear.

Interview Questions

Tell me about your background in software development and what sparked your interest in this field.

Areas to Cover

Educational background and relevant coursework
Personal projects or internships
When and how they became interested in software engineering
Any specific areas of technology they're passionate about
Self-learning initiatives they've undertaken

Possible Follow-up Questions

What was the most interesting project you worked on during your studies?
How do you stay current with new technologies and industry trends?
What do you find most exciting about software development?
How have you applied what you've learned in real-world situations?

What programming languages and technologies are you most comfortable with, and how have you used them?

Areas to Cover

Languages they've learned and their proficiency levels
Frameworks and tools they've had experience with
Projects where they've applied these technologies
How they go about learning new languages or frameworks
Their understanding of object-oriented programming concepts

Possible Follow-up Questions

Can you give an example of a problem you solved using [mentioned language]?
How do you decide which language or framework is appropriate for a particular task?
What resources do you use when learning a new technology?
Have you contributed to any open-source projects?

Describe a programming project you've worked on that you're proud of. What was your role, and what did you learn?

Areas to Cover

Project scope and complexity
Their specific contributions
Challenges faced and how they overcame them
Technologies and methodologies used
Lessons learned and how they would approach it differently now

Possible Follow-up Questions

What was the most challenging aspect of this project?
How did you collaborate with others during this project?
What would you do differently if you could start the project over?
How did you handle feedback on your code?

How do you approach debugging when you encounter an issue in your code?

Areas to Cover

Systematic debugging methodology
Tools and techniques they use
How they prioritize issues
Resources they consult when stuck
Experience with troubleshooting in team environments

Possible Follow-up Questions

Can you walk me through a specific bug you solved recently?
How do you decide when to ask for help versus continuing to solve the problem independently?
What debugging tools have you found most useful?
How do you document bugs and their solutions?

Tell me about a time when you had to learn a new technology or concept quickly. How did you approach it?

Areas to Cover

Learning strategies and resources used
Time management and prioritization
Application of the newly learned skill
Challenges faced during the learning process
Outcome and lessons learned

Possible Follow-up Questions

What do you find most effective when learning something new?
How long did it take you to become productive with this new technology?
What obstacles did you encounter, and how did you overcome them?
How have you applied what you learned since then?

How do you collaborate with others when working on code? Have you had experience with version control or pair programming?

Areas to Cover

Experience with collaboration tools (Git, etc.)
Communication methods when working on shared code
Approach to code reviews and feedback
Understanding of team coding standards
Conflict resolution in collaborative settings

Possible Follow-up Questions

How do you handle situations where your approach differs from a team member's?
What was your experience with code reviews like?
How do you ensure your code integrates well with others' work?
What do you find most valuable about collaborative development?

Interview Scorecard

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: Shows limited interest in learning new technologies; struggles to adapt to new concepts
2: Demonstrates some capacity for learning but may require significant support
3: Shows enthusiasm for learning and has examples of self-directed learning
4: Exceptional learning ability with multiple examples of quickly mastering new skills

Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Demonstrates basic problem-solving; needs significant guidance
2: Can solve straightforward problems but struggles with complexity
3: Shows methodical approach to problem-solving with good examples
4: Exceptional problem-solving ability; creative and resourceful

Communication

0: Not Enough Information Gathered to Evaluate
1: Struggles to articulate technical concepts clearly
2: Communicates adequately but may need improvement in clarity or organization
3: Communicates clearly and effectively about technical topics
4: Exceptional communication skills; explains complex concepts with clarity

Successfully complete training on company coding standards and development processes within the first month

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal; shows limited ability to adapt to standards
2: Likely to partially achieve this goal with significant support
3: Likely to achieve this goal with normal onboarding support
4: Likely to exceed this goal; shows strong aptitude for quick adoption of standards

Contribute functional code to at least one production project within the first 90 days

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal; significant skill gaps evident
2: Likely to partially achieve this goal with extensive mentoring
3: Likely to achieve this goal with standard mentoring
4: Likely to exceed this goal; already demonstrates capability to contribute

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Technical Work Sample

Directions for the Interviewer

This work sample is designed to assess the candidate's practical coding skills, problem-solving approach, and attention to detail. The exercise should be straightforward enough for junior-level candidates while still allowing them to demonstrate their abilities.

Provide clear instructions and emphasize that you're looking for clean, well-documented code rather than the perfect solution. The goal is to see how the candidate approaches a realistic problem and implements a solution using their current skill set.

During the review, focus on:

Code organization and readability
Problem-solving approach
Implementation of core functionality
Documentation and comments
Handling of edge cases
Testing considerations

Best practices:

Allow candidates to use a programming language they're comfortable with
Ensure the task is reasonable to complete within the allotted time
Be available to answer clarification questions
Focus on their thought process as much as the end result
Provide a supportive environment where candidates can showcase their skills

Directions to Share with Candidate

We'd like you to complete a coding exercise that represents the type of work you might do in this role. You'll have 2-3 hours to complete the task using a programming language of your choice. The purpose is to see how you approach problem-solving and code implementation.

Focus on writing clean, well-documented code that accomplishes the core requirements. Don't worry about creating the perfect solution - we're more interested in your approach and thought process. If you make any assumptions or trade-offs, please document them.

Feel free to ask clarifying questions if something isn't clear. After you submit your work, we'll review it and discuss your solution in a follow-up conversation.

Exercise: Simple Task Management API

Create a simple API for managing tasks with the following requirements:

Create a task with a title, description, and due date
List all tasks
Update a task's status (incomplete/complete)
Delete a task
Filter tasks by status

You can implement this as a RESTful API or a simple in-memory application with functions. Please include basic error handling and validation.

Bonus (optional):

Add the ability to assign a priority level to tasks
Implement sorting of tasks by due date
Add simple unit tests

Interview Scorecard

Technical Fundamentals

0: Not Enough Information Gathered to Evaluate
1: Significant gaps in core programming concepts
2: Basic understanding but implementation needs improvement
3: Solid grasp of programming fundamentals
4: Exceptional technical foundation; code shows advanced understanding

Code Quality

0: Not Enough Information Gathered to Evaluate
1: Code is difficult to read or poorly organized
2: Code works but lacks organization or clear documentation
3: Well-structured, readable code with appropriate documentation
4: Exceptionally clean, maintainable code with excellent documentation

Problem-Solving Approach

0: Not Enough Information Gathered to Evaluate
1: Struggled to understand or implement the core requirements
2: Met basic requirements but approach was inefficient
3: Methodical approach with good implementation of requirements
4: Elegant solution that demonstrates excellent problem decomposition

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Overlooked important requirements or edge cases
2: Addressed core functionality but missed some details
3: Thoughtful implementation with good handling of edge cases
4: Exceptional attention to detail; considered cases beyond the requirements

Successfully complete training on company coding standards and development processes within the first month

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal based on coding practices shown
2: Likely to partially achieve this goal with extensive guidance
3: Likely to achieve this goal with standard onboarding
4: Likely to exceed this goal; already shows excellent coding practices

Contribute functional code to at least one production project within the first 90 days

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal based on technical proficiency
2: Likely to partially achieve this goal with significant mentoring
3: Likely to achieve this goal with normal mentoring
4: Likely to exceed this goal; demonstrating capabilities for early contributions

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Behavioral Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's essential behavioral competencies: collaboration, learning agility, problem-solving, communication, and attention to detail. Use behavioral questions to elicit specific examples from the candidate's past experiences.

Remember that for junior candidates, these examples may come from academic projects, internships, personal projects, or non-technical experiences. The goal is to understand how the candidate approaches challenges, works with others, and learns new things.

Listen for specific actions the candidate took rather than hypothetical answers. Use the STAR method (Situation, Task, Action, Result) to guide your follow-up questions and get complete examples.

Best practices:

Give the candidate time to think before answering
Dive deeper with follow-up questions to get specific details
Listen for evidence of self-awareness and growth
Avoid leading questions or telegraphing "correct" answers
Reserve 5-10 minutes at the end for candidate questions

Directions to Share with Candidate

I'll be asking you questions about your past experiences to understand how you approach different situations. There are no right or wrong answers - I'm interested in hearing about specific examples from your background. Each question will focus on a different aspect of working as a software engineer.

For each question, try to provide a specific example with details about the situation, what you did, and the outcome. Feel free to take a moment to think before answering.

Interview Questions

Tell me about a time when you had to work closely with others to solve a technical problem. How did you contribute to the team effort? (Collaboration)

Areas to Cover

Specific role and contributions to the team
How they communicated with team members
How they handled different opinions or conflicts
What they learned from the collaboration
How they adapted their approach to work effectively with others

Possible Follow-up Questions

What challenges did you face working with this team?
How did you ensure everyone's ideas were considered?
What would you do differently if you faced a similar situation?
How did you handle any disagreements within the team?

Describe a situation where you had to learn a new technology or concept to complete a task. How did you approach the learning process? (Learning Agility)

Areas to Cover

How they identified what they needed to learn
Resources and methods they used for learning
How they applied the new knowledge
Challenges faced during the learning process
Long-term impact of what they learned

Possible Follow-up Questions

How did you validate that you had learned enough to proceed?
What was most challenging about learning this new technology?
How do you organize your learning when tackling something new?
How has this experience influenced your approach to learning new skills?

Tell me about a complex problem you encountered in a coding project. How did you approach solving it? (Problem-Solving)

Areas to Cover

How they defined and analyzed the problem
Different solutions they considered
Steps taken to implement their solution
How they tested or validated their approach
Lessons learned from the experience

Possible Follow-up Questions

What resources did you consult when you got stuck?
How did you decide on your final approach?
What would you do differently if you encountered a similar problem now?
How did you know when your solution was good enough?

Describe a situation where you had to explain a technical concept to someone with less technical knowledge. How did you approach this? (Communication)

Areas to Cover

How they assessed the audience's level of understanding
Techniques used to explain complex concepts
How they checked for understanding
Adjustments made based on feedback
Outcome of the communication

Possible Follow-up Questions

What was most challenging about communicating this concept?
How did you know if your explanation was understood?
What visual aids or analogies did you use, if any?
What would you do differently next time?

Tell me about a time when you found and fixed a subtle bug or issue in your code or a project. How did you ensure quality in your work? (Attention to Detail)

Areas to Cover

How they identified the issue
Methods used to diagnose the problem
Steps taken to fix the issue
Verification process to ensure the fix worked
Preventative measures implemented afterward

Possible Follow-up Questions

What tools or techniques did you use to identify the issue?
What was challenging about diagnosing this particular problem?
How did you verify that your fix was complete?
What practices have you adopted to prevent similar issues?

Interview Scorecard

Collaboration

0: Not Enough Information Gathered to Evaluate
1: Shows difficulty working with others; prefers to work independently
2: Can work with others but may struggle with different personalities or opinions
3: Demonstrates effective teamwork with good examples of successful collaboration
4: Exceptional team player; elevates group performance and resolves conflicts effectively

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: Shows reluctance to learn new things; prefers to stay in comfort zone
2: Willing to learn but may need significant guidance and structure
3: Demonstrates strong learning capacity with good examples of self-directed learning
4: Exceptional learning ability; proactively seeks knowledge and rapidly applies it

Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Approaches problems unsystematically; struggles with complexity
2: Can solve basic problems but may need help with more complex issues
3: Demonstrates logical, methodical problem-solving with good examples
4: Exceptional problem-solver; breaks down complex issues effectively and finds creative solutions

Communication

0: Not Enough Information Gathered to Evaluate
1: Struggles to articulate thoughts clearly; communication often causes confusion
2: Basic communication skills but has difficulty explaining complex topics
3: Communicates clearly and adapts style to different audiences
4: Outstanding communicator; exceptional ability to explain technical concepts to various audiences

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Often misses important details; work frequently contains errors
2: Catches obvious issues but may miss subtle problems
3: Thorough and careful; consistently produces quality work
4: Exceptional attention to detail; proactively identifies potential issues and implements preventative measures

Demonstrate increasing independence in assigned coding tasks over the first six months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal; seems highly dependent on guidance
2: Likely to partially achieve this goal with extensive support
3: Likely to achieve this goal with normal mentoring
4: Likely to exceed this goal; already shows strong signs of independent work

Actively participate in code reviews, offering constructive feedback by month six

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this goal; hesitant to provide input or feedback
2: Likely to partially achieve this goal with encouragement
3: Likely to achieve this goal with normal team integration
4: Likely to exceed this goal; already demonstrates thoughtful analysis skills

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a crucial final step in validating the candidate's past performance and work style. For junior candidates, references might include professors, academic advisors, internship supervisors, or project leads from volunteer work.

Focus on gathering specific examples that demonstrate the candidate's learning agility, teamwork, problem-solving abilities, and potential for growth. Be mindful that junior candidates will have less professional history to draw from, so frame your questions accordingly.

The same set of questions can be used for multiple reference checks to ensure consistency. Look for patterns across different references to validate your impressions from the interviews.

Best practices:

Speak with at least 2-3 references
Ask open-ended questions that encourage detailed responses
Listen for specifics rather than generalizations
Pay attention to enthusiasm level and any hesitations
Consider the context of the reference's relationship with the candidate

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance for interviewer: Establish the context of the relationship and how recent it is. Determine how closely they worked together and whether the reference had direct oversight of the candidate's work.

What were [Candidate]'s primary responsibilities when working with you?

Guidance for interviewer: Understand the scope and complexity of the candidate's work to contextualize their achievements and challenges.

How would you describe [Candidate]'s technical abilities and approach to learning new skills?

Guidance for interviewer: Listen for examples of learning agility, curiosity, and self-directed learning. For junior candidates, the willingness and ability to learn quickly is often more important than existing knowledge.

Can you give me an example of a challenge [Candidate] faced and how they approached solving it?

Guidance for interviewer: Look for evidence of problem-solving skills, perseverance, and creative thinking. Note how the candidate responded to obstacles.

How effectively did [Candidate] collaborate with others? Can you provide a specific example?

Guidance for interviewer: Assess teamwork skills, communication abilities, and how well the candidate receives and incorporates feedback.

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate opening? Why?

Guidance for interviewer: This question often reveals the reference's true feelings about the candidate. Follow up on the reasoning behind their rating.

What type of environment do you think [Candidate] would thrive in?

Guidance for interviewer: This can help determine culture fit and management style compatibility with your team.

Reference Check Scorecard

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: Reference indicates candidate struggles with new concepts
2: Reference suggests candidate learns adequately with significant support
3: Reference confirms candidate learns quickly and applies new knowledge effectively
4: Reference provides compelling examples of exceptional learning ability

Collaboration

0: Not Enough Information Gathered to Evaluate
1: Reference indicates candidate has difficulty working with others
2: Reference suggests candidate collaborates adequately but may have some challenges
3: Reference confirms candidate works well with others and contributes positively to teams
4: Reference provides examples of candidate enhancing team performance

Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Reference indicates candidate struggles with analytical thinking
2: Reference suggests candidate can solve routine problems but needs help with complexity
3: Reference confirms candidate approaches problems methodically and finds effective solutions
4: Reference provides examples of exceptional problem-solving abilities

Successfully complete training on company coding standards and development processes within the first month

0: Not Enough Information Gathered to Evaluate
1: Based on reference feedback, candidate is unlikely to achieve this goal
2: Based on reference feedback, candidate will likely need extra support to achieve this goal
3: Based on reference feedback, candidate is likely to achieve this goal on schedule
4: Based on reference feedback, candidate is likely to exceed expectations on this goal

Contribute functional code to at least one production project within the first 90 days

0: Not Enough Information Gathered to Evaluate
1: Based on reference feedback, candidate is unlikely to achieve this goal
2: Based on reference feedback, candidate will require significant support to achieve this goal
3: Based on reference feedback, candidate is likely to achieve this goal on schedule
4: Based on reference feedback, candidate is likely to contribute ahead of schedule

Frequently Asked Questions

How should I adapt this interview process for remote candidates?

The process works well for remote candidates with minimal adjustments. Ensure your video conferencing tools are reliable and have a backup plan for technical issues. For the technical work sample, consider using collaborative coding platforms like CodeSandbox or GitHub Codespaces that allow you to see the candidate's work in real-time. Give clear instructions on how to join meetings and share any materials in advance.

How much weight should we give to formal education versus personal projects or bootcamp experience?

Focus on the candidate's demonstrated skills and potential rather than the source of their education. Many successful junior engineers come from non-traditional backgrounds. Look for evidence of completed projects, problem-solving abilities, and learning capacity. Personal projects often demonstrate passion and self-motivation, which are valuable traits for junior roles. Check out our guide on hiring for potential for more insights.

Should we have the candidate pair program with one of our engineers instead of a take-home work sample?

Both approaches have merit. Pair programming gives you insight into the candidate's thought process and collaboration style but can be more stressful for junior candidates. Take-home assignments allow candidates to work at their own pace but provide less visibility into problem-solving approaches. Consider offering both options and letting candidates choose, or use pair programming as a follow-up to discuss their take-home solution.

How do we evaluate candidates with no professional experience but strong personal projects?

Personal projects can be excellent indicators of motivation, learning ability, and technical skills. Evaluate the complexity, completeness, and documentation of these projects. Ask detailed questions about design decisions, challenges faced, and how they overcame them. Look for evidence of growth across multiple projects and willingness to learn from mistakes.

What technical skills are absolute must-haves versus nice-to-haves for a junior software engineer?

Focus on fundamentals rather than specific technologies. Must-haves include understanding of basic programming concepts (variables, control structures, functions), problem-solving skills, and willingness to learn. Knowledge of version control (like Git) is increasingly essential. Specific frameworks or languages can be learned on the job if the candidate has strong fundamentals and learning agility.

How should we balance technical skills versus soft skills in our evaluation?

For junior roles, a 60/40 balance of technical to soft skills is often appropriate. Technical aptitude and problem-solving abilities are important, but traits like learning agility, communication skills, and collaboration are critical for long-term success. A candidate with slightly less technical experience but exceptional soft skills may grow more quickly than one with technical knowledge but poor communication or teamwork abilities.