radically improve your developer hiring experience

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.
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What You'll Learn From a Technical Phone Screen Interview

A candidate that's new to the tech world and applying for jobs might ask: "What is a technical interview?"

But if you're an engineering leader, you know the answer to this question.

Companies looking to fill a software engineering position often use a technical phone screen interview to narrow down the pool of candidates. During this interview, the hiring manager asks the candidate technical phone interview questions to assess their level of expertise.

But what happens if a candidate flunks their phone screen despite having the skills and experience to do an excellent job? And what if a candidate aces the phone screen and is ultimately not the best fit for the role?

A savvy hiring manager can still gain useful information from both poor and strong interviews. Here's why.

Asking the right tech screen interview questions

The goal of a phone screen interview is to quickly determine whether a candidate has the chops to do well in the role (and company).

It's not an optimal situation if they pass the technical phone interview only to perform poorly on the job, and vice versa. However, just as important as finding strong candidates for your open position is learning what did/didn't work in the interview process.

A fantastic interview gives you a glimpse into the way a candidate thinks. For example, if they walk you through their debugging process for a tricky issue, that shows they're analytical and can think on their feet.

If a candidate explains why they would choose one technology over another, that indicates they have technical judgment and aren't just following trends.

A bad interview also tells you something useful.

When you ask a candidate difficult engineering interview questions, do they struggle to understand what the job entails? Do they require additional details on the project? Or do they need more experience to excel at this type of question?

Perhaps they misunderstood the technical interview questions because of a mismatch in communication style. Then you know to adjust your interviewing approach before going into future phone screens.

Although a technical phone screen interview can be used to weed out candidates, it can also provide valuable information for both sides. With the right approach, everyone can benefit from this type of interview.

Technical questions and answers

Technical phone screen interviews typically focus on a candidate's experience and knowledge. And the questions vary depending on the role that's being filled.

Technical interview questions for freshers often ask about specific programming languages and tools; senior engineering questions might ask about algorithms or data structures and test their ability to solve complex problems.

Regardless of the position, here are a few common types of questions asked during a phone screen:

  1. What is your experience with (programming language)?
  2. Can you walk me through how you would solve this problem (using a specific programming language)?
  3. What are some of your past projects?
  4. What tools and programming languages are you most familiar with?
  5. What is your experience with (database)?
  6. Can you give me an example of a time when you had to debug a piece of code?
  7. What are some common algorithms and data structures that you are familiar with?
  8. How would you design a (specific type of software)?
  9. What is your experience working on big projects?
  10. How do you handle working under tight deadlines?

For more examples, check out our list of 50 questions to ask as a technical interviewer.

How to prepare for a technical phone interview

Phone screens are an important part of the hiring process for both candidates and hiring managers. They provide an opportunity to assess a candidate in a more relaxed setting.

As an engineering leader, you want to ensure that you're getting the most out of your phone screen by asking the right technical engineering questions and following a few general tips.

Here's how to prepare for a technical interview:

  • Know what specific experience you're looking for, whether it's with technologies or tools. (For example, if your company is new to the NoSQL database industry, don't ask a candidate about their experience with MySQL. If you're hiring junior developers, keep your questions basic and related to entry-level tasks.)
  • Ask open-ended questions to get a better sense of how the candidate thinks and approaches problems. You may find it helpful to start by asking them for their opinion about a problem and then following up with specific questions.
  • Come up with your list of questions ahead of time. Phone screens usually last between 30 minutes and one hour, so make sure you don't spend too much time asking follow-up questions.
  • Remember that phone screens are about both sides learning more about each other; be prepared to answer any questions the candidate has about the role or the culture at your company.

Phone coding interview

A phone screen is just one step in the hiring process. It's an opportunity to gather more information before making a hiring decision.

After a candidate has completed the phone screen, the next step is a technical assessment test. The test may be in the form of a written exam or an actual coding assignment.

This step is essential to assess two things: whether you are looking at the right candidate for this job, and if they have the necessary skills to do their job well.

You might stumble upon a great person who doesn't perform well on tests — and that's okay! When Woven's technical assessment platform, you can administer an asynchronous technical assessment test online. Candidates complete the assignment wherever they are, on their own time.

Next, candidates are double-blind scored by our network of senior engineers. They receive valuable feedback to help them improve their skills, and you receive hiring recommendations from us.

If you're looking for a great way to assess candidates for your next software engineering role, start a free trial today. Our platform can help you screen candidates and assess their skills before moving forward in the interview process.

Final Thoughts

As companies are becoming more comfortable with assessing engineering candidates through tests, phone interviews are becoming less popular. Nevertheless, they are still an important part of the process for both the candidate and the hiring manager.

When preparing for a phone screen, make sure you have a solid understanding of the specific experience you're looking for. Ask questions that will help you get a sense of how the candidate thinks and approaches problems. And finally, remember that phone screens are about mutual discovery.

Best of luck!

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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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