When interviewing candidates, we assess their problem-solving skills and how they think about trade-offs, rather than just their ability to write code.

In the hiring process, Cursor evaluates candidates without AI tools to ensure they possess fundamental programming skills.

To screen and evaluate engineers effectively, leverage your experience and insights gained from interviewing candidates.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

We conduct laptop interviews at Stripe, focusing on practical coding skills in the environment candidates are familiar with, which has proven effective for hiring.

Avoiding bias from credentials during interviews can help identify skilled programmers who may lack traditional qualifications, which is advantageous for startups.

Most tech companies follow a standardized hiring process, which includes resume screening, recruiter calls, technical phone screens, take-home projects, and on-site interviews.

Engineering interviewing is a field where many common beliefs are misleading; for instance, evaluating past work does not predict job performance as effectively as practical programming assignments.

It's becoming more important to assess candidates based on their skills and projects rather than their educational background.