Our technical questions typically stay within the realm of the position we are hiring for, so technical usually revolves around “would you use X or Y in this scenario? Why?”
Understanding how someone thinks is more core to evaluating candidates, so questions like “let’s say you own a window washing company and you’ve been hired to wash every window on every skyscraper in New York City - how do you do it?” provide a much better insight into how someone goes about approaching a challenge.
A coworker has a simple diagram they use outlining a tech stack: backend, cache, frontend, and they give a brief overview of the “application.” Then they explain that there’s a big report that “customer says X isn’t working - how would approach fixing this?” It’s less technical on details and more about again how they would approach finding the issue.
Understanding how someone thinks is more core to evaluating candidates, so questions like “let’s say you own a window washing company and you’ve been hired to wash every window on every skyscraper in New York City - how do you do it?” provide a much better insight into how someone goes about approaching a challenge.
A coworker has a simple diagram they use outlining a tech stack: backend, cache, frontend, and they give a brief overview of the “application.” Then they explain that there’s a big report that “customer says X isn’t working - how would approach fixing this?” It’s less technical on details and more about again how they would approach finding the issue.