Screening checklist
Software Engineer Screening Checklist
Use this software engineer screening checklist to evaluate candidates effectively. Covers resume criteria, phone screens, technical tests, and scoring.
The short answer
Screening Software Engineer candidates well means fixing the pass criteria before the first résumé is opened. The checklist below covers résumé triage, a short phone screen with model answers, a technical check with passing criteria, and the deal-breakers that end a conversation early.
- Must have: Solid understanding of data structures, algorithms, and computational complexity
- Must have: Hands-on experience building and deploying production-grade applications
- Must have: Proficiency with relational and non-relational databases
- Deal-breaker: Cannot explain fundamental computer science concepts or past project contributions clearly
Cohesyve finds, contacts and tests Software Engineer candidates on the real work and ranks them. Ten candidates free, no card.
Being screened for a role like this? Practise free →Screening software engineer candidates requires a structured approach that balances technical depth with cultural alignment. This checklist helps hiring teams consistently evaluate applicants across coding proficiency, system design thinking, and collaborative mindset. Use it to streamline your pipeline and ensure no critical evaluation step is overlooked.
Résumé screening
- Relevant degree in Computer Science, Software Engineering, or equivalent practical experience
- Minimum two years of professional software development experience
- Demonstrated proficiency in at least one primary programming language such as Python, Java, TypeScript, or Go
- Evidence of working with version control systems like Git and CI/CD pipelines
- Experience with cloud platforms such as AWS, GCP, or Azure
- Contributions to open-source projects or a strong portfolio of personal projects
Must-have qualifications
- Solid understanding of data structures, algorithms, and computational complexity
- Hands-on experience building and deploying production-grade applications
- Proficiency with relational and non-relational databases
- Familiarity with RESTful API design and microservices architecture
- Strong debugging and problem-solving skills demonstrated through past work
Phone screen questions
Ask every candidate the same set, in the same order, and note the answer against the model before you form a view.
Can you walk me through a challenging technical project you led or contributed to recently?
A strong answer The candidate should clearly describe the problem, their specific contributions, the technologies used, and the outcome. They should demonstrate ownership, articulate trade-offs they made, and quantify results where possible.
How do you approach debugging a production issue that you have never seen before?
A strong answer A strong answer covers a systematic method: reproducing the issue, checking logs and monitoring dashboards, isolating the faulty component, and writing a regression test after the fix. The candidate should mention communication with stakeholders during the process.
Describe your experience with code reviews. How do you give and receive feedback?
A strong answer The candidate should emphasize constructive, respectful feedback focused on code quality rather than personal preference. They should mention being open to receiving critique, learning from peers, and using reviews as a knowledge-sharing opportunity.
What is your preferred development workflow from feature request to deployment?
A strong answer Expect mention of understanding requirements, breaking work into tasks, writing tests, developing iteratively, submitting pull requests, running CI checks, and deploying with monitoring. The candidate should show awareness of the full software development lifecycle.
How do you stay current with evolving technologies and best practices?
A strong answer The candidate should reference specific resources such as technical blogs, conferences, online courses, or open-source involvement. They should demonstrate genuine curiosity and a pattern of continuous learning rather than vague generalities.
Cohesyve
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Technical screening
| Area | What to test | Passing criteria |
|---|---|---|
| Data Structures and Algorithms | Ask the candidate to solve two medium-difficulty algorithmic problems involving arrays, trees, or graphs within a timed session. | Candidate produces correct, optimized solutions with clear explanations of time and space complexity. They communicate their thought process and handle edge cases. |
| System Design | Present a real-world system design prompt such as designing a URL shortener, a chat service, or a notification system. | Candidate identifies key components, discusses scalability and trade-offs, considers failure modes, and communicates architectural decisions clearly within the allotted time. |
| Code Quality and Testing | Review a code sample submitted by the candidate or have them refactor a provided code snippet. Assess readability, naming conventions, and test coverage. | Code is clean, well-structured, and includes meaningful unit tests. The candidate explains their design choices and demonstrates awareness of maintainability. |
| DevOps and Deployment | Ask about their experience with CI/CD pipelines, containerization, and infrastructure as code. Present a deployment scenario and ask how they would handle it. | Candidate demonstrates practical knowledge of building, testing, and deploying software in automated pipelines. They understand container basics and can discuss rollback strategies. |
Fit and deal-breakers
Good signs
- Shows enthusiasm for collaborative development and pair programming
- Demonstrates humility and willingness to learn from others regardless of seniority
- Communicates technical concepts clearly to non-technical stakeholders
- Exhibits a growth mindset and interest in mentoring junior team members
- Aligns with the company values of transparency, ownership, and continuous improvement
Deal-breakers
- Cannot explain fundamental computer science concepts or past project contributions clearly
- Shows resistance to code reviews, testing, or collaborative workflows
- Displays arrogance or dismisses feedback from peers during the interview
- Has significant unexplained gaps in employment with no evidence of self-directed learning
Scoring rubric
Technical Skills
35%- Demonstrates strong proficiency in relevant programming languages and frameworks
- Solves algorithmic problems efficiently with clear complexity analysis
- Designs scalable systems with thoughtful trade-off discussions
Experience and Impact
25%- Has delivered production software with measurable business impact
- Shows progression in responsibilities across previous roles
- Can articulate lessons learned from past failures and successes
Communication and Collaboration
20%- Explains technical decisions in a clear and structured manner
- Demonstrates effective teamwork through code reviews and cross-functional projects
- Adapts communication style to the audience whether technical or non-technical
Cultural Fit and Growth Potential
20%- Aligns with company mission and core values
- Shows evidence of continuous learning and professional development
- Demonstrates willingness to mentor others and contribute to team culture
Common questions
How many rounds of screening should we have for a software engineer?
A typical process includes four stages: resume screening, a phone screen, a technical assessment with one or two rounds, and a cultural fit interview. This balances thoroughness with candidate experience and keeps time-to-hire manageable.
Should we use take-home assignments or live coding for technical screening?
Both approaches have merit. Take-home assignments reduce performance anxiety and allow deeper problem-solving but require more candidate time. Live coding sessions assess real-time thinking and communication. Many companies use a short take-home followed by a live discussion of the solution.
What is the ideal timeline for the entire screening process?
Aim to complete screening within two to three weeks from initial resume review to offer. Delays risk losing top candidates to competing offers. Communicate timelines clearly and provide prompt feedback after each stage.
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