What We Look for When Hiring Developers (Beyond the Resume)

A resume tells you what someone has been exposed to. It doesn't tell you how they think through a problem, communicate under uncertainty, or handle being wrong.

How they approach an unfamiliar problem

We're less interested in whether a candidate already knows the answer to a technical question and more interested in how they reason through something they haven't seen before — the process reveals more than the destination.

How they communicate technical trade-offs

Real engineering work involves explaining why one approach was chosen over another to people who may not share the same technical context. Candidates who can do this clearly tend to work better within teams and with clients alike.

How they respond to being challenged

We deliberately push back on candidates' technical decisions during interviews, not to trip them up, but to see whether they can defend a good decision or genuinely reconsider a weaker one — both are valuable, defensiveness regardless of being right or wrong isn't.

Genuine curiosity over credential-chasing

Engineers who ask thoughtful questions about the problem itself, not just about compensation and title, tend to be the ones who stay engaged and grow fastest once they're actually on the team.