Technical assessments are a vital part of hiring software engineers. They help employers evaluate a candidate's real-world capabilities and ensure they have the skills to perform in the role. However, in many cases, the way these assessments are designed and delivered ends up doing more harm than good - alienating top talent before an offer is ever on the table.
From overly long take-home tests to whiteboard interviews that feel more like interrogation than evaluation, candidates often report that technical interviews are the most frustrating part of the hiring process. And with demand for experienced developers outstripping supply, employers can’t afford to lose great candidates to poorly designed assessments.
In this blog, we’ll look at why technical assessments often fall short, what developers really want from the process, and how to build an assessment that genuinely helps you hire the right person - without scaring them off in the process.
Why Many Technical Assessments Don’t Work
Before diving into best practices, it’s worth understanding why many assessments fail. Common issues include:
1. Excessive Time Commitment
Long take-home challenges—especially those requiring several hours or even full weekends - are a major red flag for experienced developers. Most are already in full-time jobs or juggling multiple interview processes. If your task feels like unpaid work or open-ended spec writing, they may simply withdraw.
2. Irrelevant or Contrived Tasks
Solving algorithmic puzzles or reversing linked lists may test raw logic, but they don’t reflect the reality of the job. Candidates want to demonstrate skills they’ll actually use - like debugging, working with APIs, or writing maintainable code.
3. Whiteboard Coding Under Pressure
For many developers, whiteboard interviews feel unnatural and stressful. Writing syntax-perfect code on the spot, with someone watching and judging, is rarely how developers work in practice - and doesn’t always reveal true ability.
4. Lack of Feedback or Transparency
Candidates often invest time and effort into assessments and hear nothing back - or receive vague feedback like "not the right fit." This damages your employer brand and puts people off applying again.
What Developers Want From a Fair Assessment
Top developers don’t mind being tested—they just want the process to be respectful, relevant, and efficient. Here’s what they tend to look for:
- Clarity about what’s being assessed (e.g. problem-solving, code quality, system design)
- Realism in tasks that reflect the actual role and work they’d be doing
- Reasonable time requirements (typically no more than 1–2 hours)
- Context that shows how the task fits into the bigger picture
- A human element - such as a conversation about their decisions, not just a pass/fail mark
Best Practices for Building Developer-Friendly Assessments
If you want to attract and retain the best engineering talent, it’s time to rethink how you assess candidates. Here’s how to build a technical evaluation that works for everyone:
- Keep It Realistic
Design assessments that mirror the type of work the role involves. If you’re hiring a back-end engineer, give them a small project to build a simple API. If you’re hiring a front-end developer, ask them to implement a UI component based on a brief.
🛠️ Aim for tasks that simulate a day-in-the-life, not university-level challenges.
- Timebox the Task
Respect your candidates’ time. A task that takes 1–2 hours to complete is ideal. Anything longer should be compensated (yes, paid take-home tests are increasingly common - especially for senior roles).
If the task is shorter, you can still gain valuable insight without causing fatigue or frustration.
💬 “This task should take no more than 90 minutes. Please don’t over-optimise - we’re looking for approach, not perfection.”
- Offer Alternatives Where Possible
Some developers prefer pair programming. Others would rather do a take-home task in their own time. Offering flexibility in how they demonstrate their skills can help you assess more fairly and reduce drop-out rates.
You could offer a choice between:
- A live coding exercise (collaborative, real-time problem solving)
- A take-home task (for those who prefer working solo)
- Focus on Thought Process, Not Just the Solution
Top developers aren’t necessarily the ones who solve problems the fastest - they’re the ones who think clearly, ask good questions, and write maintainable code.
Add a debrief section where candidates can explain their thinking:
- Why did they choose a certain approach?
- How would they scale or improve it?
- What trade-offs did they consider?
This insight can be more valuable than the code itself.
- Make It Conversational
A live technical conversation - such as a system design chat or architecture discussion - is often more informative than coding under pressure.
Ask candidates to talk through:
- How they’ve solved past engineering challenges
- How they’d approach a hypothetical system design
- How they collaborate with others on technical decisions
🧠 You’re not just hiring for syntax - you’re hiring for thinking, communication, and problem-solving.
- Test the Test
Before sending out a new technical task, have one of your current engineers take it. Is it clear? Is it fair? How long does it take? This helps you spot issues that may deter applicants.
Better yet, ask someone outside the team (or even a recent hire) to try it and provide honest feedback.
- Provide Clear Instructions and Context
Make sure candidates know:
- What the goal of the task is
- What technologies they can use
- Whether they can Google or use external libraries
- How you’ll assess their submission
A brief introduction explaining the context - e.g. "this is part of a larger internal tool used by our ops team" - makes the task feel more meaningful.
- Always Give Feedback
Even if someone isn’t the right fit, always try to offer constructive feedback. It shows respect and helps maintain a strong employer brand - especially in developer communities where word spreads quickly.
When to Skip the Test Altogether
For senior-level roles or candidates with strong portfolios, it may be better to skip technical tests altogether and instead:
- Review their GitHub or past projects
- Have a deep-dive conversation about a recent challenge they solved
- Ask for references from technical peers
The most experienced developers often won't entertain a lengthy test - especially if their track record speaks for itself.
In Summary
A well-designed technical assessment helps you find the right developer faster. But a poorly designed one could mean missing out on great candidates who simply don’t have the time - or patience - for unnecessary hoops.
By focusing on realism, respect, and relevance, companies can create technical interviews that not only assess ability but also reflect positively on their culture. In a competitive hiring market, that could make all the difference.
