Over the past 12 years I have conducted more than 900 interviews for technical roles. From that body of work I have extracted operational patterns, common bottlenecks in hiring workflows, and practical heuristics that improve decision quality.
This series translates those observations into insights actionable for HR professionals, hiring managers and technical leads. The aim is not to offer anecdotal tips, but to propose evaluation practices that reduce hiring risk and accelerate the discovery of candidates with real execution capacity.
About the author
I am an IT professional with over a decade of experience in technical interviewing and talent assessment. My methodology combines systematic evidence review (public repositories, project artifacts) with behavioral signals observed during interviews to estimate learning velocity, technical rigor and cultural fit.
Case study: Juli (executive summary)
Relevant experience:
- 2020–present: First-Level Support — Mega Corporation (customer support, incident resolution, ticket management).
- 2016–2020: Administrator — Mercado “Los Alerces” (operations and financial control).
Key observations:
- The candidate’s resume initially underrepresented her potential; decisive evidence came from a public portfolio (GitHub) and practical projects demonstrating applied learning.
- A concise, structured 2–3 minute personal narrative during the interview materially improved the interviewer’s ability to assess potential and motivation.
Operational insight: prioritizing demonstrable work (projects, code, dashboards) in early screening materially improves the signal-to-noise ratio and helps identify candidates capable of rapid impact.
An interview is a diagnostic opportunity
Beyond the usual metrics (technical skills, language level, compensation expectations), interviews are a chance to validate incentives, recent trajectory and professional intent. In practice, questions focused on concrete actions from the previous 24 months provide more reliable indicators than speculative five-year projections.
Subsequent entries in this series will examine observable patterns in candidate responses, pauses and story structure, and will propose concrete practices to improve hiring outcomes and reduce time-to-hire.