The Software Interview: A Hiring Manager’s Insider Look

Software Engineering Interviews don’t have to be intimidating — and preparing for them doesn’t have to feel overwhelming. With enough practice and insight into how hiring managers evaluate candidates, you can significantly boost your chances of getting a job offer.

Here’s the advice I’ve gathered from over a decade of interviewing software engineers.

The Interview Format Is Similar — But the Evaluation Is Not

If you’ve been through technical job interviews before, you’ve probably noticed that most of them follow a familiar format: non-technical questions (to get to know you and your background), technical questions, coding problems, and sometimes a system design discussion.

But while the structure might be similar, what hiring managers are looking for can vary a lot.

That’s because we’re not evaluating your technical knowledge alone. We’re also looking for someone who fits the specific role, meshes well with the team, and aligns with the company’s culture. That includes your approach to collaboration, your communication style, and how you manage yourself under different situations.

How the Role Shapes the Interview

Not all software engineering roles are created equal.

A backend developer role for one product can be very different from a full-stack role for another — and the interview will reflect that. Similarly, a role in the IT department of a financial corporation (where software isn’t the core product) will differ significantly from a position at a software consultancy hiring for a mobile app project.

Tailor your preparation based on the job description. It often contains hints about what traits and skills the hiring team values. Don’t assume all companies are looking for the same things — research the company, too.

Tip: Your first conversation with a recruiter is often a great opportunity to gather insights about the role. Ask clarifying questions and take notes.

Thinking Matters More Than Knowing

Whether you’re solving a coding challenge or answering a behavioral question, simply knowing the right answer is only part of the equation. Many managers would even say that how you arrive at your answer matters more than the answer itself.

What we’re really evaluating is how you behave in real-life situations. Think about school and math problems: teachers wouldn’t be satisfied with just only the answer; they wanted to see the procedure, too.

Here are a few things that can set you apart:

• Pausing to understand the problem and asking clarifying questions.
• Guiding your interviewer through your thought process.
• Listing possible solutions and explaining how you select or discard each.
• Making progress even when you don’t have all the information.

Strong communication skills can take you a long way. Practice articulating your thoughts clearly so your interviewer can follow your logic.

Hiring for Growth Potential vs. Perfection

In my interviews, I often lean toward candidates who demonstrate initiative and potential to grow into the role, rather than those who seem to know everything already.

Why? Because in tech, the environment is constantly changing. Tools evolve, priorities shift, and teams reorganize. Someone who shows curiosity, takes initiative, learns quickly, and adapts well brings long-term value to any team.

To evaluate this, I’ll often ask:

• What was the last book or course you completed?
• What’s a recent original idea you proposed to your manager?
• What feedback have you received about areas for improvement, and how did you respond?

The questions a candidate asks me are also a great indicator of their motivation and mindset.

Matching the Team Culture

A hiring manager doesn’t just evaluate candidates for themselves — they’re also considering what’s best for the team.

This can be more subjective. Personally, I like to invite a senior team member to join me in the interview. We each take separate notes on the candidate’s personality and then compare impressions afterward.

As a candidate, trying to align with a team’s culture may seem difficult — especially since the interview is often your first interaction with them. However, job descriptions often provide clues about what kind of person the team is looking for, even if you need to read between the lines.

When in doubt, visit the company’s website. Most organizations proudly share their mission, vision, and values — these can offer helpful insight into what’s expected in terms of behavior and mindset.

Being Genuine Matters

As a hiring manager, I don’t expect candidates to have perfect answers. What I care about most is how they think, how they handle uncertainty, and how honest they are about what they do and don’t know.

That’s why it’s frustrating when someone tries to fake their way through an interview.

When I recommend a candidate for hire, I’m putting trust in them—the trust that they can grow, adapt, and be transparent when facing challenges. Admitting you don’t know something isn’t a weakness. In fact, it shows self-awareness and integrity—two qualities that make a great teammate.

Remote interviews have made it easier for candidates to get outside help, whether it’s during coding challenges or through pre-scripted responses. I’ve seen everything: people reading answers in the screen,  I’m sure you have seen videos of people reading what ChatGPT recommends during the interview.

But that kind of shortcut only leads to long-term failure. Even if someone manages to get hired, their lack of real skills will quickly become obvious, damaging both their confidence and credibility.

Skills can be taught, but authenticity can’t. Candidates who are upfront, curious, and clear about their thought process stand out far more than those who try to put on a perfect act.

How to Practice for a Software Engineering Interview

Here’s how I recommend preparing for an interview. It’s not about memorizing answers — it’s about feeling confident and natural in different scenarios.

• Practice aloud. Do mock interviews with a friend if you can.
• Brush up on your fundamentals.
• Train your coding skills using platforms like LeetCode or HackerRank.
• Think like a collaborator, not just a solo coder.
• Prepare real-life stories using the STAR method (Situation, Task, Action, Result).
• Be genuinely curious about the company and team.
• Focus on clarity, curiosity, and communication — not just correctness.
• Be authentic, be thoughtful, and treat the interview as a two-way conversation.

Tip: I highly recommend the book Cracking the Coding Interview by Gayle Laakmann McDowell. It offers a detailed breakdown and action plan to help you prepare for the technical portions of your interview.

Want to know what skills matter most? Don’t miss my earlier post: Essential Skills for a Great Software Engineer in 2025.

Final Thoughts: It’s About Finding the Right Fit, Not Being Perfect

There are many factors that determine whether a candidate gets an offer. Interviews, by nature, are imperfect — even well-prepared, highly qualified candidates don’t always land the job.

Be kind to yourself. Each interview is a learning opportunity. Reflect on what went well, what could be improved, and keep practicing.

And remember: this is also your chance to evaluate the company and the role — not just the other way around.

Each interview is an opportunity to reflect, learn, grow, and move forward. So prepare thoughtfully, show up as yourself, and do your best.

Let’s Connect

I believe in learning through shared experiences. If you’re preparing for a tech interview or have insights of your own, I’d love to hear from you — feel free to reach out or leave a comment.