Recently, Laurent gave a ‘Think Out Loud’ session full of techniques and tips for interviewing job candidates at DVELP. As most team members get involved with interviewing, we found it incredibly useful.
It also made us think that we should share our approach with the rest of the world so that applicants know what to expect! So here goes: if you apply to DVELP, this is the process we follow for developers.
At this stage, we’re looking for a CV that matches up to the necessary experience and required skills. We look for real expertise in one of the programming languages we use: React on the Frontend and Ruby on Rails or Node.js on the Backend.
We care a great deal about cover letters. The CV is a checkbox activity, whereas cover letters set candidates apart. They’re a chance to see the applicant’s personality, and that’s what matters more than anything else.
This is a high level screening call to make sure the candidate meets the basic requirements. The interviewer will briefly present the company and the position (without going into too much detail), and will ask the candidate to tell them more about themselves.
It is not the time for the candidate to go through their experience, but more for them to speak about who they are, why they are looking for a new role, what they want in their next position/company, why they are interested in the available role.
Our goal here is to determine whether or not the candidate would be a strong fit for DVELP. We’re less focused on skills and experience and more on attitude.
The interviewer will ask for specific examples of when the candidate demonstrated our company values. We want to know about the candidate’s motivations and how they approach their work. This is extremely important, because a team that has the same core values works well together.
At this stage, we give the candidate a design challenge and spend an hour discussing the approach they would take to solve the challenge.
This will not involve any actual coding. Instead it is a high level conversation about the tools and approaches the candidate would use. We’re also interested in the difficulties the candidate foresees and how he/she would look to mitigate them.
In this interview we ask one of our developers to work with a candidate on a problem they’re currently trying to solve. This is as close to a real life scenario as we can get. The idea is to test for three things in particular:
Finally, we run reference and criminal background checks. If the candidate is all clear, an offer will then be made!
Up for it? Have a look at our open positions!