The proven scorecard template to hire top startup engineering talent

Engineering talent, both Individual Contributors (IC) and Managers, are vital to building and shipping your products faster and better than competitors. When you’re growing fast a mis-hire in these roles can flatten your company's trajectory toward the moon. Don’t let that happen with Yobs Interview Kits.

What's a Yobs hiring scorecard?

The Yobs Engineering Interview Kits are built around competencies predictive of success in Engineering. Each kit includes a scorecard with (a) definitions of the competencies, (b) interview questions in the context of Engineering and if relevant managing a team, and (c) signals to look for in a candidate’s interview answers. 

Some competencies are more important than others when predicting performance, depending on the responsibilities of the job.

The Engineering Individual Contributor (IC) Interview Kit focuses on the competencies that matter the most.

Disciplined

Pays attention to details

Conscientiousness

Hard working and orderly

Dutiful

Honest and sincere

Being Resilient

Overcomes obstacles

Courage

Volunteers for challenges

Download the Startup Engineering Scorecard

Relevant Job titles

The following job titles are especially relevant to the Engineering Individual Contributor Interview Kit.

The Engineering Manager Interview Kit focuses on the competencies that matter the most.

Financial Acumen

Forecasts financial impact of decisions

Builds Effective Teams

Builds teams of trust and cooperation

Disciplined

Pays attention to details

Self Assured

Works well without supervision

Strategic Mindset

Translates vision to strategy

Relevant Job titles to Engineering Manager Interview Kit

The following job titles are especially relevant to the Engineering Manager Interview Kit.

Interview kits include a balance of behaviorally- and scenario-based questions. On one hand, past behavior predicts future behavior and future performance. On the other hand, scenario-based questions are more flexible and future-facing to allow candidates to shoot their shot. Taken together, evidence supports a blend of multiple methods to optimize for predicting on-the-job success for Engineering Individual Contributors.

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