How do you structure a technical interview?

Structuring a technical interview involves creating a balanced process that assesses a candidate’s problem-solving skills, technical expertise, and ability to communicate effectively. Here’s how you can structure a technical interview to ensure a fair and comprehensive evaluation.

1. Introduction and Rapport Building

Start the interview with a brief introduction to set a positive and comfortable tone. This helps the candidate feel at ease and allows you to assess soft skills like communication.

What to do:

• Introduce yourself and the team.
• Give a quick overview of what to expect during the interview.
• Ask the candidate to introduce themselves and briefly explain their background.

Time: 5 minutes

2. Problem-Solving and Coding Challenge

This is the core of a technical interview. Present the candidate with one or two coding problems that test their knowledge of data structures and algorithms. This helps you evaluate their ability to think logically and solve problems under pressure.

What to look for:

• How the candidate approaches the problem.
• Their ability to break down the problem into smaller parts.
• Whether they can write clean, efficient, and bug-free code.
• How they communicate their thought process.

Guidance for the candidate:

• Encourage them to ask clarifying questions.
• Expect them to explain their thought process as they code.

Recommended Tools: Shared coding platforms like Google Docs, CoderPad, or a whiteboard (for in-person interviews).

Resources: For common coding problem patterns, you can refer to Grokking the Coding Interview: Patterns for Coding Questions.

Time: 25–30 minutes

3. System Design (for mid to senior-level roles)

For senior roles, a system design question evaluates the candidate’s ability to design scalable systems, handle trade-offs, and demonstrate knowledge of architecture patterns. The key is to see how they can take a real-world problem and design a technical solution from scratch.

What to look for:

• How well the candidate can break down a large system into components (e.g., APIs, databases, caches, load balancers).
• Their understanding of scalability, fault tolerance, and system constraints.
• How they balance trade-offs (e.g., consistency vs. availability).

Recommended Resource: Grokking System Design Fundamentals for junior engineers or Grokking the Advanced System Design Interview for senior candidates.

Time: 30–40 minutes (depending on the role)

4. Behavioral Questions and Team Fit

Assessing soft skills like communication, teamwork, and problem-solving under pressure is crucial. Ask behavioral questions that relate to how the candidate works within a team, handles challenges, and adapts to new situations.

Example Questions:

• “Tell me about a time when you worked with a difficult team member.”
• “Describe a situation where you had to solve a problem with limited resources.”
• “How do you handle feedback on your code?”

What to look for:

• How the candidate communicates.
• Whether they can reflect on past experiences and lessons learned.
• Their ability to handle stress or difficult situations.

Time: 10–15 minutes

5. Candidate’s Questions

Allow the candidate time to ask their own questions. This not only shows their interest in the role but also helps you gauge their priorities and understanding of the position.

What to look for:

• Whether the candidate asks thoughtful and insightful questions.
• Their level of curiosity about the team, the company, or the technologies used.

Time: 5–10 minutes

6. Wrap-Up and Next Steps

End the interview by thanking the candidate and giving them a clear understanding of what the next steps in the hiring process will be.

What to do:

• Recap the process and timeline for follow-up.
• Provide feedback on how they performed (if possible).

Time: 2–3 minutes

Final Tips for Structuring a Technical Interview

• Consistency: Use a standardized set of questions or a similar format for each candidate to ensure fairness.
• Balance: Include both coding and behavioral elements to get a full picture of the candidate.
• Flexibility: Be willing to adapt based on the candidate’s experience level or the specific needs of the role.

Additional Resources

For more interview preparation, you can recommend:

• System Design Primer for system design tips.
• Grokking Modern Behavioral Interview for behavioral question guidance.

This structured approach ensures that you evaluate a candidate’s technical skills, problem-solving abilities, and team fit in a comprehensive manner.