Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Recruitment Bullet

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

  • Title: Secure CI/CD Pipeline Setup
  • Objective: Evaluate the candidate’s ability to integrate security practices into a continuous integration and continuous delivery (CI/CD) pipeline.
  • Requirements:
    • Set up a basic CI/CD pipeline using Jenkins or a similar tool.
    • Integrate security scanning tools (e.g., SonarQube, OWASP ZAP) into the pipeline.
    • Demonstrate how the pipeline will automatically fail if a critical security vulnerability is detected.
    • Provide documentation that explains the setup process, tools used, and how the security integration works.
  • Time Frame: 5 days

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe how you integrated security scanning tools into the CI/CD pipeline in the work sample task
    • Expected Answer: The candidate should explain the tools used, how they were integrated, and the specific security checks performed. They should mention key configurations, any challenges faced, and how they ensured the pipeline would fail on critical vulnerabilities.
    • Sample Answer: “I used SonarQube for static code analysis and OWASP ZAP for dynamic application security testing. These tools were integrated into Jenkins by adding them as stages in the pipeline. I configured SonarQube to run after the build stage and OWASP ZAP to perform security tests on the deployed application. I set up the pipeline to fail if any critical vulnerabilities were detected by SonarQube or OWASP ZAP, ensuring that insecure code does not get deployed.”
  • Question: How did you ensure that the pipeline setup you implemented can be scaled across multiple projects?
    • Expected Answer: The candidate should discuss how they used modular or reusable configurations, such as Jenkins shared libraries or templates, to ensure the setup could be easily replicated across other projects.
    • Sample Answer: “I created a Jenkins shared library that encapsulates the security scanning steps. This library can be imported into any Jenkins pipeline, making the security checks reusable across multiple projects. I also used Docker to containerize the scanning tools, ensuring consistency across different environments.”
  • Question: What measures did you take to ensure the pipeline’s performance was not negatively impacted by the added security checks?
    • Expected Answer: The candidate should describe optimization techniques used, such as running security scans in parallel or only scanning new or changed code to reduce overhead.
    • Sample Answer: “To minimize the impact on pipeline performance, I configured the security scans to run in parallel with other tasks, like the build and test stages. I also set up SonarQube to perform incremental analysis, scanning only the code changes instead of the entire codebase, which reduced the scanning time significantly.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Can you describe a time when you had to balance speed and security in a project? How did you ensure both objectives were met?
    • Expected Answer: The candidate should provide an example of a situation where they had to prioritize both speed and security, explaining the trade-offs made and the strategies used to ensure that neither aspect was compromised.
    • Sample Answer: “In a previous project, we had a tight deadline to deploy a new feature, but there were concerns about potential security vulnerabilities. I worked closely with the development team to prioritize critical security checks that could be automated within the CI/CD pipeline, while postponing less critical ones to a later stage. This allowed us to deploy the feature on time without compromising on essential security measures.”
  • Question: Tell me about a time when you had to persuade a team to adopt a new security practice or tool. What was the outcome?
    • Expected Answer: The candidate should describe how they approached the situation, the arguments they used to convince the team, and the eventual outcome, highlighting their communication and leadership skills.
    • Sample Answer: “I introduced the idea of integrating a static code analysis tool into our CI/CD pipeline, which was initially met with resistance due to concerns about added complexity. I demonstrated how the tool could automatically detect vulnerabilities and provide actionable feedback, significantly reducing manual code reviews. After running a pilot, the team saw the benefits, and we fully integrated the tool into our process, leading to a noticeable improvement in code quality and security.”
  • Question: How do you stay current with the latest developments in DevSecOps and ensure that your practices remain up-to-date?
    • Expected Answer: The candidate should demonstrate a proactive approach to continuous learning, mentioning specific resources, communities, or practices they follow to stay informed about industry trends.
    • Sample Answer: “I regularly participate in DevSecOps webinars and conferences, follow industry blogs, and am an active member of several online security communities. I also take the time to experiment with new tools and technologies in my personal projects, which helps me stay ahead of emerging trends and best practices.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria Rating (1-5) Comments
Technical Knowledge Detailed explanation of tools and configurations used.
Problem-Solving Ability Successfully balanced both; provided a real-world example.
Communication Skills Clear and concise communication; easy to understand.
Cultural Fit Demonstrated strong alignment with company values.
Experience with Tools Extensive experience with relevant tools.

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

[Company Letterhead]

‍

[Date]

‍

[Candidate Name]  

[Candidate Address]  

[City, State, Zip Code]  

‍

Dear [Candidate Name],

‍

We are pleased to extend an offer of employment for the position of DevSecOps Engineer at [Company Name]. We were impressed with your skills, experience, and the potential value you can bring to our team.

‍

Position: DevSecOps Engineer  

Start Date: [Start Date]  

Salary: [Salary Amount]  

Benefits: [List of Benefits]

‍

Please review the attached terms of employment and let us know if you have any questions. We are excited about the possibility of you joining our team and contributing to our success.

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Kindly sign and return this offer letter by [Offer Expiry Date] to confirm your acceptance.

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We look forward to welcoming you to [Company Name].

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Sincerely,  

[Your Name]  

[Your Title]  

[Company Name]

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Sample rejection letter for {role_name}

[Company Letterhead]

‍

[Date]

‍

[Candidate Name]  

[Candidate Address]  

[City, State, Zip Code]  

‍

Dear [Candidate Name],

‍

Thank you for taking the time to interview for the DevSecOps Engineer position at [Company Name]. We appreciate your interest in our company and the effort you put into the interview process.

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After careful consideration, we have decided to move forward with another candidate who we believe is a better fit for the position at this time.

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We were impressed with your qualifications and encourage you to apply for future opportunities that match your skills and experience.

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Thank you again for your interest in [Company Name]. We wish you the best of luck in your job search and future career endeavors.

‍

Sincerely,  

[Your Name]  

[Your Title]  

[Company Name]

‍

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary