I've co-interviewed about ~15 people or so with the hiring manager and a guy from HR.
We're looking for people that
1. match the requirements at least somewhat.
2. we can get excited about software and technology.
3. can communicate clearly about software.
A good candidate has preferences in technologies and software. Bad candidates don't give a shit or can't mention languages or frameworks when asked.
We ask questions about soft skills too: Have you ever been in a conflict at work, if so how did you approach it. If not, have you had to act "professionally" in other situations?
Good candidates can always tell a story about some conflict where they talked it out with a colleague or a boss, or give some other lame story where they "learned something". Bad candidates can't say shit. The answers to such questions can reveal some true assholes that can easily be filtered.
Finally we ask why you want this job. Why this company?
Good candidates have some bullshit story or can tell something they actually find fascinating about our products. Bad candidates tell you that they don't actually care much where they work, it's just for the money etc. Even whey you give them hints and clues etc., the bad candidates are usually just an obvious bad fit for the role.
Shitty applications get filtered in bunches. Good candidates write applications that read as if written for the job posting. Bad applications read as if written by ChatGPT or plain ol' copy/pasta.
We're looking for people that
1. match the requirements at least somewhat. 2. we can get excited about software and technology. 3. can communicate clearly about software.
A good candidate has preferences in technologies and software. Bad candidates don't give a shit or can't mention languages or frameworks when asked.
We ask questions about soft skills too: Have you ever been in a conflict at work, if so how did you approach it. If not, have you had to act "professionally" in other situations?
Good candidates can always tell a story about some conflict where they talked it out with a colleague or a boss, or give some other lame story where they "learned something". Bad candidates can't say shit. The answers to such questions can reveal some true assholes that can easily be filtered.
Finally we ask why you want this job. Why this company? Good candidates have some bullshit story or can tell something they actually find fascinating about our products. Bad candidates tell you that they don't actually care much where they work, it's just for the money etc. Even whey you give them hints and clues etc., the bad candidates are usually just an obvious bad fit for the role.
Shitty applications get filtered in bunches. Good candidates write applications that read as if written for the job posting. Bad applications read as if written by ChatGPT or plain ol' copy/pasta.
my 2 cents