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: Engineering Strategy and Team Scaling
  • Objective: Evaluate the candidate’s ability to develop an engineering strategy that aligns with business goals while scaling the engineering team.
  • Requirements:
    • Develop a strategic plan to scale the engineering team from 10 to 30 members over the next year, ensuring that the team can support an anticipated doubling of product development output.
    • Identify key roles that need to be filled, the skills required, and a timeline for hiring.
    • Present a plan to ensure that the scaling of the team does not negatively impact the existing engineering culture or product quality.
    • Include a budget estimate for scaling the team, considering recruitment, onboarding, and training costs.
  • 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: How did you determine the key roles and skills needed to scale the engineering team in your strategic plan?
    • Expected Answer: The candidate should explain their process for identifying the gaps in the current team, forecasting future needs, and aligning these with the company’s growth objectives.
    • Sample Answer: “I began by analyzing our current team structure and identifying areas where additional expertise is needed to support our product roadmap. I also consulted with product and business stakeholders to understand upcoming projects and aligned the hiring plan with these requirements. The key roles identified include senior software engineers with experience in microservices architecture, a DevOps specialist to streamline deployment processes, and a project manager to coordinate the increased workload.”
  • Question: What strategies did you include in your plan to ensure that the team scaling process maintains or improves the existing engineering culture?
    • Expected Answer: The candidate should describe specific actions or initiatives that support team cohesion, maintain high morale, and preserve the company’s engineering values during rapid growth.
    • Sample Answer: “To preserve our engineering culture, I proposed establishing a mentorship program where new hires are paired with senior engineers. This ensures that new team members quickly integrate into the team and adopt our best practices. Additionally, I recommended regular team-building activities and open forums where engineers can voice concerns and share ideas. This approach will help maintain a collaborative and inclusive culture as the team grows.”
  • Question: How did you approach budgeting for the team scaling, and what factors did you consider?
    • Expected Answer: The candidate should explain how they calculated the costs associated with hiring, onboarding, and training, as well as any tools or resources required for the expanded team.
    • Sample Answer: “I developed the budget by first estimating the recruitment costs, including job board postings, recruiter fees, and interview-related expenses. I also factored in the costs of onboarding, such as initial training, software licenses, and any necessary equipment. Additionally, I included a contingency fund to cover unexpected expenses, such as accelerated hiring if we encounter an urgent project. The budget also accounts for ongoing training and development to ensure that our team remains competitive.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

  • Question: Describe a time when you had to lead a team through a period of significant growth. What challenges did you face, and how did you overcome them?
    • Expected Answer: The candidate should provide an example of how they managed the complexities of team growth, including hiring, integration, and maintaining performance.
    • Sample Answer: “In my previous role, I was tasked with doubling our engineering team within a year to support a new product launch. One of the biggest challenges was maintaining our high standards for code quality while bringing on so many new team members. To address this, I implemented a rigorous onboarding process and created detailed documentation for our development processes. I also encouraged senior team members to take on mentorship roles, which helped new hires acclimate quickly and reduced the learning curve.”
  • Question: Can you give an example of a difficult decision you had to make as a leader? How did you handle it, and what was the outcome?
    • Expected Answer: The candidate should discuss a scenario where they had to make a tough call, explaining their decision-making process and reflecting on the result.
    • Sample Answer: “I once had to decide whether to delay a major project or proceed with the current team, which was already stretched thin. After consulting with key stakeholders and evaluating the risks, I chose to delay the project by two months to allow for additional hiring and training. While this was a difficult decision, it ultimately resulted in a successful product launch without sacrificing quality. The team appreciated the decision, as it prevented burnout and allowed us to deliver a polished product.”
  • Question: How do you ensure that your team’s objectives align with the overall business goals of the company?
    • Expected Answer: The candidate should explain how they align engineering goals with business strategy, including communication methods and performance tracking.
    • Sample Answer: “I ensure alignment by maintaining close communication with other department heads and regularly participating in strategic planning meetings. I set clear engineering objectives that directly support the company’s goals, such as improving product scalability to enter new markets. I also use OKRs (Objectives and Key Results) to track progress and ensure that each team’s work contributes to our broader business objectives. Regular check-ins with the team help keep everyone on the same page and allow us to adjust course if needed.”

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
Leadership Skills
Strategic Thinking
Cultural Fit
Technical Expertise
Problem-Solving Ability
Communication Skills

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 excited to extend an offer of employment for the position of Director of Engineering at [Company Name]. After careful consideration, we believe that your experience and skills are an excellent match for our team, and we are confident that you will make significant contributions to our continued success.

‍

Position: Director of Engineering  

Start Date: [Start Date]  

Salary: [Salary Amount]  

Benefits: [List of Benefits]

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Please review the attached terms of employment and let us know if you have any questions. We are eager to have you join our team and look forward to working with you.

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

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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 Director of Engineering 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]

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Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary