(Re)designing the DevOps interview process
Interviewing is hard. Both the company and the candidate have to make an incredibly important decision based on just a few hours’ worth of data, so it’s worth investing the time to make those precious hours as valuable as possible.
We recently made some changes to our DevOps interview process, with the aim of making it fairer, better aligned with the role requirements, and more representative of real work.
We started by defining the basics of our DevOps roles. What makes someone successful in this role and team? What are the skills and experience that we're looking for at different levels of the role?
It was important that the process would work for candidates with varying experience levels, and so it needed to be flexible and clear to assess skills at each of these levels.
The skills we’re looking for fall into three broad categories: existing technical knowledge (e.g., programming languages), competency-based skills (e.g., problem solving), and personal characteristics (e.g., passion for the role, teamwork and communication skills). After defining these skills, we mapped out how we would assess them at each stage of the interview process.