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The technical assessment with real work simulations scored by real engineers.
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Tusted by Some Rad Engineering Teams

Ready to Refactor
Technical Interviews?

Finding great software engineers with the right skill is hard.
Woven makes it easier to see hidden gems without wasting engineering time.
Find good candidates
with fewer phone screens
Standardize hiring with
a mutually fair process
Get a better signal without whiteboarding candidates

Real human feedback

Actual engineers grade each assessment to accurately assess subjective skills like debugging, architecture and communication.

Save engineering time

Eliminate the time spent on initial screens and focus on the final stage interviews with only the most qualified candidates.

Hire Hidden Gems

Discover great-fit engineers whose resumes didn’t represent their skillsets. Ensure the right candidate gets the job.

What Woven Can Do

Hiring Preparation
Choose from real-world scenarios that match the role
Better Candidate experience
Assessment is clear, practical and takes less 90 minutes to complete
Job Description Templates & Checklists
Use proven, tested language to ensure you’re attracting top-quality talent
Engineer Evaluators
Independent evaluation by 2 Woven engineers gives you in-depth insight without excessive time investment
25 Scenarios (Backend, Frontend & Fullstack)
Real challenges in real IDEs to test real ability in a variety of roles
Scoring (Partial Credit)
Get a detailed look to your candidate’s thought process that goes way beyond ‘pass/fail’
Language Coverage
Developer-friendly cloud-based platform to simulate real-world challenges in context
Benchmark Calibration (Team/Role)
Objectively understand where your candidate fits with respect to your high performers
Assessment Platform (IDE)
From C++ to Swift, we have a scenario for every programming language you care about
Candidate Feedback
Kill the awkwardness with automated responses to your candidates with objective feedback on their testing results
Scenario Prompts
Prompt style shows the candidates natural approach to solving problems
Slack Notifications
Punctual notifications so you can keep the process moving

How Woven Works

1
Select the work scenario
for your open role
Choose from our selection of real work simulations, so you can understand how a candidate will actually perform when they say, “I’ll take a look, one sec...”
choose and send scenarios
2
Send candidates the asynchronous assessment
Woven assessments take less than 90 minutes. And the practical challenges in a live IDE feel normal to your candidates.
3
Woven engineers grade against a holistic rubric
Two experienced  engineers from Woven score candidate work against a 60+ item rubric -- saving your precious time and internal resources.
4
You get the results and recommendation
Get detailed scorecards on your candidates’ test results plus Woven's recommendation. You can focus on picking the best-fit for your team knowing they have the skills for the job.

Woven is Your API for
Technical Hiring

You don’t need another system to manage, so we don’t act like one.
Plug-in to your existing
hiring process
Integrate with your ATS to make technical hiring transparent for your recruiters. Woven can even coordinate scheduling.
90%+ completion rate for senior engineers
Asynchronous challenges let candidates participate at night or on the weekends when it's convenient for them.

Let’s Go Beyond Code

Puzzles tell you who can play games.
Woven shows you who can solve problems.
Try it Yourself
(no credit card required)

Technical Interview Questions to Ask in 2022

Hiring software engineers is one of the most important challenges a company faces in building a competitive software development team. 

Luckily, new engineering managers will find plenty of engineering interview tips online.

The first round of interview questions may focus on credentials and experience: What was your most recent software development project? Do you work best alone or as part of a team? Where do you get your tech news? 

Most of these questions apply to prospective engineers at any level of seniority.

But the stakes are higher and the questions tougher when it comes to the technical interview. Engineering managers must focus on the specific role being filled (for example, full stack engineer), the seniority level (for example, junior/mid), core skills required (for example, systems thinking), and the company's current problems and project goals.

These common 2021 interview questions assess basic computer science competence:

  • What is a file?
  • What is a class?
  • What is an object?
  • What is a constructor?
  • What are the different ops principles?
  • What is inheritance?
  • What are the steps for creating an object?
  • What are the different types of access modifiers?
  • What are multiple inheritances in Java?

These types of questions establish the ability to handle basic computer science concepts and processes. But in the case of senior engineering candidates, this level of knowledge is assumed. 

Strategic interview questions to ask candidates should include 1) some specific to the role in the company, 2) some open-ended questions, 3) and the same questions being asked to each candidate.

Here are some common strategic behavioral interview questions:

  • Tell me about a time you made a mistake at work. How did you handle it?
  • Describe a stressful situation you faced recently. How did you manage it?
  • Tell me about a time you set a goal for yourself. How were you able to achieve it?

As you may have guessed, answers to strategic behavioral interview questions, situational questions, and career development questions like these all require the time and effort of senior engineers at your company who can evaluate and compare candidate answers.

Technical interview questions software engineer

To help new engineering managers get started in creating the technical interview process that’s right for their company and the position they’re recruiting, Woven has compiled a helpful 50 Interview Questions and Answers PDF

The engineering questions and answers you select will depend on the positions available and the skill level required, like junior, senior, or executive management.

One resource commonly used by candidates says that these are the top 3 questions to ask in an interview:

  • Why do you want to work here?
  • What are your greatest strengths?
  • What interests you about this role?

Technical interview questions for freshers

If you’re an engineering manager recruiting freshers (new engineers), you can usually build the technical interview around coding challenges or “code quizzes.”

Writing clear, accurate code in a language such as Java or Python is a key skill for the fresher who will be learning on the job. There are plenty of online resources with questions for freshers, and there are sites that provide ready-made interviews. When it’s time to host the coding interview with the candidate, quizzes can be geared to any of the dozens of coding languages.

Here are examples of technical interview questions for freshers 2021:

  • What coding language are you most comfortable with?
  • What is a SAN, and how is it used?
  • When is it appropriate to denormalize database design?
  • What is the role of continuous integration systems in the automated-build process?

Senior developer interview questions

When it comes to hiring experienced developers, software engineer coding interview questions confront engineering managers with more complex choices. 

Assessing a senior engineer’s skills in systems architecture, debugging, and technical communication can’t be accomplished with questions like, "What is a SAN, and how is it used?"

A code quiz also can’t identify the experience, special role, and problem-solving skills a candidate must bring to your company's software development team. In fact, many senior engineers now decline taking coding quizzes.

The senior developer technical interview must challenge the candidate's in-depth knowledge. That’s why Woven’s challenges go beyond code and probe understanding of debugging, technical communication, systems thinking, backend programming, and frontend programming.

Additionally, the emphasis on different skills depends upon the candidate's expected role in the company. We have a total of nine role-based challenges for the Mid/Senior Fullstack Engineer, Junior/Mid Fullstack Engineer, and Engineering Manager. 

All have been developed, extensively tested, and continuously refined to reflect real-life demands in using code to define problems and propose solutions.

Technical interview questions to ask employer

Just as experienced engineering candidates can expect open-ended questions in the technical interview, the engineering manager can expect to field sophisticated questions from candidates.

Candidates enjoy turning the tables by formulating unique interview questions to ask employers. 

Here are some examples of frequently asked technical engineering questions:

  • Can you tell me about the members of the team that I would be joining? What type of experience do they have? 
  • What are the team's strengths and weaknesses?
  • How will my performance be measured?
  • Why do you enjoy working here?
  • What technology is the company using now?
  • Tell me about [a specific company product]?
  • Tell me about {a specific company emerging market]?

Some candidates may hope to come up with killer interview questions to ask employers. 

Typically, these questions are based on the candidate's insight into your company’s technical problems or comparisons with leading competitors. Both can signal that the person applying for the job is already grappling with challenges relevant to your company.

Questions to ask at the end of a technical interview

It’s natural for both you and the candidate to recall most clearly the questions asked at the end of the technical interview. 

Typically any nervous energy has been released by then, so your attention is now on final impressions.

One of the most common final interview questions to ask employers is if they have any feedback for the candidate. If there is feedback, the candidate has an opening to provide information that the interviewer feels was missing or to correct misimpressions that the interviewer received.

Among the questions to ask at the end of every job interview are company-specific inquiries that give you a chance to talk up your company and its prospects. 

Related questions to ask after technical interview: 

  • What does a day in this position look like?
  • What is the culture of your company and its software engineering department?

Final thoughts

For the employing company, Woven’s technical assessment platform saves the time of senior engineers who must be present for technical interviews and devote time to scoring answers and then comparing the performance of all candidates.

Our tests are role- and seniority-specific, highly focused on performance of real-life challenges, and thoroughly assess advanced coding skills. 

Our equally rigorous process of evaluating the results of each test provides you, the engineering manager, with an effective screening of each candidate before the interview process begins. 

Because you’re saving engineering time, your focus can be on your company, team, and development dimensions of the position.

Ready to explore Woven’s comprehensive recruiting, testing, and reporting system? Sign up for a free trial today. More than 95% of senior engineering candidates are willing to take our challenges, and each candidate receives a full report of their test results to inform future career development. 

Happy hiring!

“It's a great product that helped us have confidence in our recruiting, which is so important, especially as a startup. Plus the team was great to work with - very collaborative and willing to offer general recruiting guidance along the way.”

Meg Harrison

Chief Operating Officer
Medical Imaging Startup

“When it comes to recruiting and hiring decisions, Woven helps me sleep better at night. Knowing that there’s been this extra level of scrutiny.”

Steve Caldwell

VP of Technology
Springbuk

“Woven is 100% the best money we’ve ever spent. We wouldn't have the great teammates we have now without Woven.”

Chuck Dishmon

Director of Software Development
Greenlight Guru

“Without Woven, I would have definitely passed on a candidate I ended up hiring. This was absolutely Woven's value prop being proven out.”

Andrew Robinson III

Sr. Director of  Product and Engineering
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