{
  "id": 14965248,
  "title": "How to Vet Senior Developers in Under an Hour (Without Leetcode Hazing)",
  "url": "https://urgent.news/2026/10/16/how-to-vet-senior-developers-in-under-an-hour-without-leetcode-hazing",
  "topic": "tech",
  "section": "Tech",
  "published": "2026-10-16T13:42:40.000Z",
  "source": {
    "name": "Dev.to",
    "slug": "dev-to",
    "url": "https://dev.to/ashkan/how-to-vet-senior-developers-in-under-an-hour-without-leetcode-hazing-3keg"
  },
  "original_language": "en",
  "account": "Senior developers do not require practicing linked list reversals on whiteboards. You already know they possess coding skills. The focus should be on understanding their thought process, decision-making abilities, and teamwork. This can be achieved in under an hour using a specific interview format. Algorithm puzzles, commonly used in interviews, do not accurately test a senior engineer's experience. A seasoned engineer, despite not having studied recent puzzles, can fail them, while a recent bootcamp graduate who practices extensively may excel. This results in an inaccurate hiring filter that can discourage top candidates. A 60-minute interview structure is proposed. The first 10 minutes involve providing context about the role and a real issue your team faces. Encourage candidates to ask questions; their inquiry quality provides valuable insights. The next 20 minutes should consist of walking through a past project they built. Probe into the hardest decision made, what trade-offs were considered, and what they would change retrospectively. Discuss any production breakdowns and how they were managed. This assesses ownership, critical thinking, and problem-solving skills. The following 20 minutes involve presenting a realistic design problem relevant to your business. Candidates should explain their approach, constraints, and risk assessment. The final 10 minutes should be dedicated to candidates asking their own questions. This reveals what they value and how they interview you back. Maintain consistency by using the same structure and evaluation rubric for all candidates. Score communication, technical judgment, ownership, and collaboration from 1 to 4 immediately after the interview, providing evidence for each score. Relying on intuition alone is insufficient. AI can assist in maintaining interview consistency, capturing discussions, and generating concise summaries for the hiring team. However, AI cannot replace the interviewer's judgment. The one-hour interview cannot determine whether a candidate can consistently deliver over an extended period. Therefore, follow up with a short paid trial task or a reference call with someone who directly worked with the candidate. The ultimate benefit of this one-hour interview process is its efficiency, fairness, and superior ability to predict job performance. Through AI Rescue & Technology Consulting's vetted top-1% talent bench, companies have seen significant growth. Visit tdzpro.com for assistance in creating a hiring process similar to this one.",
  "summary": "Senior developers do not need to reverse a linked list on a whiteboard. You already know they can code. What you need to learn is how they think, decide and work with others. You can do that in under an hour. Here is the format I like. Why puzzle interviews fail at senior level Algorithm puzzles test practice, not experience. A great senior engineer who has not studied puzzles in years can fail…",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}