At Astrid, we don't just talk about thorough technical assessments - we live and breathe them. Our interview process is designed by engineers who've hired hundreds of developers at FAANG companies. Here's our battle-tested approach to finding exceptional engineering talent.
The Problem with Traditional Technical Interviews
Most recruitment agencies treat technical interviews as a checkbox exercise. They'll have a quick chat about past projects, maybe throw in a fizzbuzz question, and they're ready to send the candidate your way. Why? Because most recruiters lack the technical depth to properly assess engineering talent.
This superficial approach leads to three major problems:
- You waste precious time interviewing candidates who aren't actually ready for your role
- Your engineering team gets frustrated dealing with mismatched expectations about technical capabilities
- You risk making costly hiring mistakes that can impact your entire team's productivity for months
We've seen companies waste months cycling through candidates who looked good on paper but couldn't deliver in practice. One of our clients previously spent over 40 hours interviewing candidates from traditional agencies, only to reject all of them at the final technical stage. That's why we do things differently.
Our Engineering-First Approach
1. Role-Specific Technical Assessment
Before we even start looking for candidates, we do something most agencies consider unnecessary - we deeply understand your specific needs. This isn't just about matching keywords in a job description. We spend time understanding:
- Your tech stack requirements - not just the languages and frameworks you use, but how you use them
- Your system design considerations - are you dealing with high load? Complex data relationships? Specific performance requirements?
- Your performance expectations - what does "senior" mean in your context?
- Your team dynamics - how do you make technical decisions? What's your code review process?
For example, when a fintech client needed a senior React developer, we didn't just look for React experience. We dug deeper and found they needed someone with specific expertise in real-time data visualization and state management for complex financial data. This detailed understanding helped us find the perfect candidate who could start contributing from day one.
2. Custom Technical Challenges
Generic coding tests don't work. Period. We've seen too many great engineers fail standardized tests while mediocre ones pass by memorizing common patterns. Instead, we create:
- Real-world scenarios based on your actual work - if you're building a high-load payment system, we test for that specific expertise
- Architecture discussions relevant to your scale - no point in testing for Google-scale solutions if you're a growing startup
- Technical challenges that mirror your daily tasks - because theoretical knowledge doesn't always translate to practical skills
We recently worked with a company that needed someone to optimize their data processing pipeline. Instead of generic algorithm questions, we created a challenge based on their actual data structures and performance requirements. This approach not only found them a great engineer but also gave them confidence that the candidate could handle their specific challenges.
3. Comprehensive Technical Interview
Our technical interviews go far beyond just checking if someone can code. We conduct structured, in-depth assessments covering:
- Code quality and best practices - How do they structure their code? How do they handle edge cases?
- System design and architecture - Can they make appropriate technical decisions based on requirements?
- Problem-solving approach - How do they break down complex problems? How do they handle constraints?
- Technical communication - Can they explain complex technical concepts clearly?
- Performance optimization - Do they understand the performance implications of their choices?
Each of these aspects is systematically evaluated using real-world scenarios. For instance, when discussing system design, we might use a simplified version of a problem your team recently solved, allowing us to compare the candidate's approach with proven solutions.
4. Behavioral Assessment
Technical skills alone don't make a great engineer. We've seen brilliant coders fail in teams because they couldn't collaborate effectively. That's why we thoroughly assess:
- Communication style and clarity - Can they explain their decisions? How do they handle disagreements?
- Problem-solving approach - Do they ask the right questions? How do they handle ambiguity?
- Team collaboration potential - How do they give and receive feedback? How do they handle code reviews?
- Ownership and initiative - Do they take responsibility for their work? How do they handle technical debt?
- Learning agility - How do they stay updated with technology? How do they approach new challenges?
We recently had a candidate who aced all technical tests but showed red flags in the behavioral assessment - an unwillingness to compromise and difficulty accepting feedback. Despite their technical strength, we knew they wouldn't thrive in the client's collaborative environment. This saved the client from a potentially disruptive hire.
The Astrid Difference
What sets us apart isn't just what we assess, but how we do it. Every interview is:
- Recorded for your review - no more "trust us, they're great" situations
- Scored against objective criteria - we use a detailed rubric based on your specific needs
- Documented with specific examples - you get concrete evidence of skills and behaviors
- Focused on real-world application - because theoretical knowledge isn't enough
Transparency in Action
Unlike traditional agencies that give you a simple "yes" or "no," you get:
- Full interview recordings - watch how candidates think through problems
- Detailed scoring rubrics - understand exactly how they performed against your criteria
- Specific examples of strengths and weaknesses - make informed decisions
- Clear recommendations based on data - not just gut feelings
Why This Matters
In today's competitive market, great hiring is a major competitive advantage. Our thorough process means:
- No more wasted interviews - you only meet candidates who are truly qualified
- Confident hiring decisions - based on comprehensive, objective data
- Faster time-to-productivity - because candidates are already aligned with your needs
- Better team fit - both technically and culturally
The Results
Our approach has delivered remarkable results:
- 90% offer acceptance rate - because candidates know exactly what they're signing up for
- 95% pass probation period - compared to the industry average of around 70%
- Significant reduction in interview time - our clients typically spend 60% less time interviewing
- Higher quality hires - as measured by first-year performance reviews
Ready to Transform Your Technical Hiring?
Stop wasting time on endless interviews with unprepared candidates. Start hiring efficiently with pre-vetted European talent that's been thoroughly assessed by engineers who understand your needs.
Hire With Us and experience the difference of working with a recruitment agency that actually recruits.