CV alone cannot prove people’s competence and skills. Moreover, a recruiter faces different scenarios while looking through a CV. Some people can overestimate themselves and some – on contrary might underestimate, let alone some of them can just have a horribly written CV. That is why our recruitment team has developed a set of assessment criteria to evaluate remote developers’ both theoretical and technical skills. This system has proved to be successful and is carefully checked, edited, and improved by our technical experts. Also, it allows the interviewers to test remote developers’ general technical knowledge and skills, let alone the ones needed for the project they are applying for. Such a comprehensive approach enables our recruiters to see a bigger picture of a possible employee and check whether the skills and experience a remote developer outlined in their CV correspond with reality and whether they are well-suited for the company’s values and the project. 

Technical interview at SharpMinds is always done by top-notch experts. We choose a challenge that will be relevant to the role and the closest to the real project situation. That helps to avoid possible pitfalls in the future and have a better overall experience.

We understand that even though coding is essential and should never be skipped, even if you are pressed for time, a technical interview is where soft skills also come into play. An interviewer encourages a remote developer to explain the code, which eliminates misunderstanding and shows how they communicate the tasks.