Uncover what drives developers by asking the right questions to align their values with your team's goals for better hiring success.
Understanding a developer's career values is essential for hiring success. Beyond technical skills, knowing what motivates and drives candidates ensures a better fit for your team. Developers today seek roles aligned with their personal goals, not just a paycheck. Here's how to uncover their values:
- Ask about motivations: What energizes them? Problem-solving, learning, or meaningful work?
- Explore long-term goals: Do they aim for leadership, technical growth, or work-life balance?
- Discuss company culture: How has it influenced their career decisions?
- Examine decision-making: How do they handle ethical challenges or conflicting feedback?
- Understand team preferences: What do they value in managers or team dynamics?
- Focus on learning habits: How do they stay updated on industry trends and share knowledge?
Using these questions fosters deeper conversations, helping you find developers who align with your team's values and goals. Platforms like daily.dev Recruiter can streamline this process by connecting you with engaged, value-driven candidates.
Cracking the Behavioral Interview for Software Engineers
Questions to Understand What Drives Developers
Asking the right questions can uncover a developer's true motivations and how well their values align with your team. These insights are essential for identifying what drives a candidate to excel.
What motivates you to do your best work?
This question sheds light on what energizes a developer. Some thrive on tackling complex technical challenges that test their problem-solving skills, while others find inspiration in making a meaningful impact through their work. Pay close attention to the specifics they share in their response.
For example, candidates who emphasize continuous learning as a motivator often excel in roles that require staying on top of industry trends and adapting to change. These individuals are typically well-suited for positions that demand creativity and forward-thinking solutions.
Additionally, listen for clues about their preferred work style. Do they value autonomy, or do they thrive in a team setting? These insights can help you evaluate whether your team's structure will support their success. Look for responses that include examples of past projects where they felt deeply engaged and energized.
What are your long-term career goals?
This question reveals whether a candidate has a clear vision for their career and how the role you're offering fits into their broader ambitions. Developers with a long-term perspective often articulate goals like expanding their technical expertise, stepping into leadership roles, or specializing in a particular area.
Pay attention to how their goals align with your organization's trajectory. For instance, if your team is preparing for rapid growth, a developer with a passion for scaling systems and solving architecture challenges could be a great match. Similarly, someone aiming for leadership might excel in a growing engineering team with opportunities to mentor and manage.
"With proprietary insight into their skills, passions, and career goals, we match jobs in ways that feel relevant to them."
The most compelling candidates often have ambitions that demonstrate thoughtful planning and a commitment to professional growth. On the flip side, responses that don’t align with the role’s core responsibilities may indicate a mismatch.
Some developers may also prioritize work-life balance or a strong cultural fit. These preferences can provide valuable insight into how well your organization's environment matches their personal and professional values. Understanding these factors can help you assess whether they’ll thrive within your team and contribute meaningfully to your mission.
Questions to Check Company-Developer Fit
Finding the right developer goes beyond technical skills - it’s about aligning values and work environment.
Can you share an example of when company culture influenced your decision to join or leave a team?
This question helps you understand how much importance the candidate places on company culture when making career moves. Their response can offer valuable clues about what they value in a workplace, giving you a better sense of how to shape a developer-friendly environment.
Questions to Test Decision-Making and Work Ethics
Exploring how developers tackle challenges can reveal a lot about their core values and integrity. These insights help paint a clearer picture of how candidates handle conflicts between their personal beliefs and professional responsibilities.
Tell me about a time you had to defend your principles at work.
This question digs into a developer's character by examining how they manage ethical dilemmas and stand by their principles when faced with pressure.
Look for responses that demonstrate a clear understanding of their values and thoughtful decision-making when those values were tested. Pay attention to how they balanced competing factors, communicated their stance, and maintained positive working relationships.
Be cautious of answers that show rigid thinking, a lack of openness to other viewpoints, or actions that escalated conflict unnecessarily. The strongest candidates are those who remain committed to their principles while showing an ability to adapt and collaborate.
Next, dive deeper into their approach to feedback.
Building on this, ask: How do you handle feedback that goes against your values?
This question sheds light on a developer's emotional intelligence and professional growth. Feedback, especially when it challenges personal beliefs, is a key part of development, and how candidates handle it speaks volumes.
The best answers include a clear process: taking the time to understand the feedback, managing any initial defensiveness, and identifying valid points for consideration.
Look for examples where candidates demonstrate self-awareness and a willingness to adapt their approach when needed. The ideal developer can separate personal ego from professional growth, using feedback to improve without compromising their core principles.
Avoid responses that either blindly accept feedback or dismiss it outright, as these extremes can hinder collaboration. The most effective candidates strike a balance - they take constructive criticism seriously, learn from it, and integrate it into their work while staying true to their values.
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Questions About Work Style and Team Preferences
Understanding a developer's work style and team values is crucial for identifying who will thrive on your team. These questions go beyond technical expertise, offering a glimpse into their compatibility with your team dynamics and workplace culture.
What do you value most in a team or manager?
This question helps uncover what fosters a productive and positive work environment for the candidate. Their response can reveal whether they prefer structured guidance or more independence, how much they value clear communication, and what leadership approach helps them perform at their best.
Encourage candidates to provide specific examples that illustrate their priorities. For instance, they might share how transparent communication positively impacted their role after a previous experience where project updates were withheld. Or, they might mention the importance of feeling supported in an environment where asking questions is welcomed and encouraged.
It's critical to assess whether their preferences align with your team's working style. For example, someone who thrives on frequent collaboration might struggle in a setting that emphasizes independent work. Misaligned expectations could lead to frustration for both the candidate and the team.
Often, responses touch on aspects like technical mentorship, career growth opportunities, communication preferences, and teamwork dynamics. Candidates who can clearly explain why these factors matter tend to show strong self-awareness and realistic expectations. Be cautious of overly vague answers or signs of unrealistic demands, such as expecting constant availability or avoiding all conflicts.
This conversation lays the groundwork for understanding how they approach decisions and relationships at work.
If you had two similar job offers, what would help you decide?
This question digs into what truly motivates a candidate beyond surface-level factors like salary or perks. Their answer sheds light on what they value most in a role, what keeps them engaged, and what might make them consider leaving in the future.
The most revealing responses show a thoughtful balance of priorities. For example, a candidate might prioritize opportunities for mentorship and solving complex technical challenges over simply chasing higher pay.
Pay attention to potential mismatches. For instance, if someone emphasizes remote work flexibility but the role requires regular office attendance, or if they prefer working with cutting-edge technologies while your tech stack is more established, these differences need to be addressed early.
Be wary of candidates whose decision-making seems purely transactional or who struggle to articulate their priorities. The strongest answers reflect a clear understanding of how various elements - like growth opportunities, team dynamics, and meaningful work - contribute to their overall job satisfaction and long-term career goals.
Questions About Learning and Professional Growth
Developers who embrace continuous learning bring long-term value to any team. These questions can help you spot candidates who not only keep up with evolving technologies but also contribute to the collective growth of your team.
How do you keep up with new technologies and industry trends?
This question digs into whether a candidate actively pursues professional growth or only learns when absolutely necessary. The best developers understand that staying updated isn't just helpful - it's a must to stay effective in their roles.
Strong candidates often describe a consistent learning routine. They might mention using platforms that curate personalized content feeds, helping them stay informed about new tools and trends. Many of the most engaged developers also participate in tech communities, where they can exchange ideas and insights with peers.
"Developers come to daily.dev every day to stay sharp on tools, technologies, and trends." - daily.dev Recruiter
Look for candidates with intentional learning habits. For instance, someone who mentions reviewing industry news over their morning coffee or setting aside weekly time to explore new tools demonstrates a commitment to growth. On the other hand, be cautious of those who seem overwhelmed by the fast pace of change or depend entirely on their employer for learning opportunities.
Depth and variety in their learning sources are also important. While following a few tech blogs is a good start, standout candidates engage with a mix of content - technical documentation, online discussions, and hands-on experimentation with new tools. They understand that staying informed requires both broad awareness and deep exploration.
Given the flood of information available, effective developers know how to focus on what truly matters. Candidates who can explain how they distinguish between meaningful trends and fleeting fads show critical thinking skills that go beyond just consuming information.
Next, consider how their personal learning translates into a broader impact on their team.
Give an example of when you pushed for learning or new ideas on your team
This question uncovers whether a candidate can inspire change and share knowledge, even if they’re not in a formal leadership role.
The best answers include specific examples of advocating for new approaches or learning opportunities. This might involve introducing a new technology to address a problem, organizing a knowledge-sharing session, or creating resources like documentation to help teammates develop new skills.
Pay attention to examples of team learning. Exceptional developers recognize that sharing knowledge benefits everyone. They might describe setting up lunch-and-learn events, building internal knowledge bases, or mentoring colleagues. These actions reflect both technical expertise and emotional intelligence.
Also, consider how they dealt with resistance or hesitation from others. Driving change often requires strong communication and persuasion skills. Candidates who explain how they built consensus, addressed concerns, or demonstrated the value of a new idea through small wins show they understand the human aspect of introducing change.
The results of their efforts matter too. Did their initiative lead to measurable improvements, like better code quality, faster workflows, or increased team expertise? Strong candidates can share concrete outcomes that highlight the impact of their contributions.
Be cautious of examples that feel exaggerated or where the candidate seems to take undue credit for team accomplishments. The best responses reveal a genuine enthusiasm for learning and a natural desire to share knowledge - not just a focus on personal accolades.
This question also sheds light on how candidates balance innovation with practicality. Effective developers know when to push for new approaches and when to stick with tried-and-true methods. Their examples should reflect thoughtful decision-making, not just excitement for the latest trends.
How to Use Value-Based Questions in Developer Hiring
Incorporating value-based questions into your hiring process can significantly improve candidate engagement and long-term retention. The good news? You don’t need to completely reinvent your approach. The secret lies in creating a space where discussions about career values feel natural and meaningful - not like a checklist or a rehearsed script.
The process starts even before the interview. Warm, double opt-in introductions ensure candidates are open to discussing what drives them professionally. This step alone can transform your hiring conversations, leading to response rates as high as 85–90%. By shifting from cold outreach to proactive engagement, you’re already ahead of the game.
Custom screening questions are another effective way to weave values into your process. Craft up to three targeted questions that go beyond the usual job description to uncover key value-based criteria. This pre-screening step ensures that live interviews can focus more on a candidate’s motivations and work style, rather than just ticking technical boxes.
It’s also important to tailor your approach to each candidate. Review their work history, current interests, and future goals to ask questions that feel authentic and relevant. This context not only makes the conversation more engaging but also allows you to compare value-based insights with technical assessments more effectively.
Don’t forget about the environment where these conversations happen. Using platforms that developers trust and actively engage with can make a big difference. For example, daily.dev’s network provides access to passive talent - many of whom won’t respond to traditional outreach methods. With 90% of their network being selective about where they engage, and 40% consisting of senior contributors and leaders, you’re tapping into a pool of professionals who already have well-established career values.
Value-Based vs. Standard Technical Questions
| Feature/Aspect | Value-Based Questions | Standard Technical Questions |
|---|---|---|
| Candidate Engagement | High engagement through warm, opt-in introductions where developers choose to engage | Often relies on cold outreach, which can feel impersonal or like a trivia contest |
| Context & Fit | Explores values, motivations, and work style - areas job descriptions often miss | Focuses on technical skills, potentially overlooking alignment with team culture |
| Interview Flow | Creates a more conversational and personalized experience | Can feel formal or rigid, resembling a test rather than a dialogue |
| Candidate Experience | Offers transparency and control, leaving candidates with a positive impression | May feel mismatched if the process doesn’t align with candidate expectations |
| Outcome | Builds healthier pipelines with aligned values, improving retention | Risks hiring for skills alone, which can impact long-term cultural fit |
| Information Depth | Highlights aspirations and interests beyond the resume | Limited to technical assessments or resume details |
The best hiring strategies blend both approaches. While technical skills are non-negotiable, adding value-based questions helps identify candidates who will not only excel in their role but also thrive in your company’s environment. This balance is particularly crucial when hiring senior developers, who often come with proven technical expertise but need a strong alignment with team culture to stay engaged.
Value-based hiring also addresses a common pain point in developer recruitment: the disconnect between what’s promised during the hiring process and the actual work experience. By genuinely understanding what motivates a candidate and discussing those values openly, you build trust that lasts well beyond the initial hire. This kind of trust lays the foundation for long-term satisfaction and retention.
Conclusion: Building Better Teams Through Value-Focused Hiring
Value-focused hiring shifts recruitment from a numbers-driven task to a process centered around building meaningful relationships. By prioritizing thoughtful questions and aligning opportunities with developers' skills, interests, and career goals, companies can create teams that grow and thrive together.
This approach doesn't just fill positions - it fosters deeper engagement and strengthens long-term outcomes. When opportunities are matched thoughtfully, pipelines become healthier, and the connections formed are more meaningful.
One of the standout principles of this method is trust. As Nimrod Kramer from daily.dev wisely states:
"Trust is the currency of modern recruiting"
daily.dev Recruiter embodies this trust-first philosophy. The platform fosters an environment where developers feel valued and heard, leading to an impressive engagement rate: 90% of developers who typically ignore recruitment messages elsewhere are open to genuine conversations here. These discussions are productive because developers have already reviewed the role and agreed to engage.
Additionally, 40% of daily.dev's network consists of senior contributors and leaders, individuals with clear career values and aspirations. With over 1 billion developer sessions logged on the platform, recruiters gain access to a vibrant, active community of professionals.
What sets daily.dev Recruiter apart is its ability to provide a complete picture of each candidate. It goes beyond resumes, offering insights into their work history, interests, and goals, helping recruiters make informed, meaningful connections.
FAQs
Why is it important to understand a developer's career values during the hiring process?
Understanding what drives a developer in their career is key to making the hiring process more effective and impactful. It allows recruiters to pinpoint candidates whose priorities align with the company’s environment and the demands of the role, leading to a stronger, more lasting match.
When you focus on the aspects that matter most to developers - like opportunities for growth, work-life balance, or working with their favorite technologies - you create the foundation for authentic engagement. This approach not only attracts the right talent but also boosts the chances of hiring someone who will excel and make meaningful contributions to your team.
How can recruiters effectively include value-based questions in developer interviews?
Incorporating questions that delve into a candidate's values during developer interviews can reveal much about their career aspirations and what drives them. To make this approach work, use open-ended questions that invite detailed and reflective answers. For instance, you might ask about the kind of work environment they thrive in, the types of projects they find most rewarding, or their personal definition of career success.
These kinds of questions don't just offer a window into their priorities - they also lead to richer, more engaging discussions. Tools like daily.dev Recruiter can make this process even smoother by connecting you with developers whose goals and interests already align with your opportunities, making every conversation more targeted and meaningful.
Why is it important to understand a developer's career values for long-term retention and team satisfaction?
Focusing on what matters to a developer in their career helps ensure they align with your company's mission, workplace environment, and objectives. When developers see that their personal values are acknowledged and their professional goals are supported, they’re more likely to stay motivated and dedicated to their role.
This alignment creates a sense of purpose and connection, which not only helps retain talent over time but also enhances team morale. By making career values a priority during the hiring process, you build a stronger base for trust and teamwork within your organization.
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