Whether you’re on the recruiter/employer side or the candidate side, everyone is searching for the perfect match—and recruitment processes can vary widely in our field.
Within the development world, I’ve heard all sorts of opinions:
- “Coding games are pointless—just decline them.”
- “Take‑home tests? You should refuse them—they take too much time.”
- “A technical conversation is great—and that alone is enough to assess a developer.”
I’ve gone through all kinds of recruitment processes, for both salaried roles and freelance gigs.
I don’t particularly like timed or live coding tests; I tend to stress and freeze up. I should probably work on that.
Technical conversations are a double-edged sword—they can be wonderful if done as a peer discussion, but very unpleasant if it feels like an oral exam.
Take‑home assignments are generally my favorite. Yes, they take more time—but they let me make informed decisions, and each time I learn something or try something new.
Recently, I experienced three recruitment processes over the span of a few weeks:
- One I hated
- One that disappointed me
- One I loved
Here’s a quick rundown of each.
Process 1: Freelance mission at a large corporation
Structure:
- Technical test
- Debrief and exchange with the client
Freelancing long term.
Initial contact
A recruiter reached out after finding my resume on a job board, explaining that their client—a subsidiary of a large corporation—was looking for a Python/FastAPI developer. My rate matched expectations. They needed clearance on me being on‑site one day a week.
After a few days with no news, I followed up; he called the next day saying the client is OK for that, and I’d receive a technical test.
The technical test
The test was substantial: to do it properly took about two days.
I scheduled it for Friday before the weekend, despite the recruiter pressuring me—he said other candidates had already submitted it. I stuck to my plan—I believed two days was reasonable. I sent it back on Monday.
Outcome
I followed up on Wednesday. He told me:
“They chose another developer—but I insisted they at least look at your code. They said they don’t have time.”
That felt profoundly disrespectful—someone spent two days coding, and there was no feedback, even a brief one. I was furious, but then thought: with that mentality, I wouldn’t want to work with them anyway.
So yeah, that was the one I hated—and on paper, it wasn’t the worst.
Process 2: Permanent role (CDI) at an IT consulting firm.
Structure:
- Technical interview
- HR interview
- Client interview
Permanent position in an IT consulting firm.
Initial contact
A staffing agent found my profile on a job board and explained they were recruiting a Python developer for a defense‑secret level project tied to the “Scorpion” program. They mentioned on‑site work, budget, etc., and scheduled a technical interview with the lead dev.
Technical interview
Right from the start, he said:
“Your resume is impressive—I feel small next to you...”
I was surprised, but appreciative. We had an informal exchange, and he said it was fine on his end.
HR interview and the proposal
The recruiter followed up with an offer and arranged a meeting with the client before signing any contract.
I wasn’t entirely looking for this type of job, but I stayed curious—working on a defense project looked good on the resume.
Client interview
This took place on site. The goal: introduce myself, confirm full‑on onsite working conditions, clarify that the role would be heavily CI/CD‑oriented with little or no Python, and ensure I was okay with the defense/client context.
Outcome
The project lead approved my profile. I had been transparent with them about being in other processes and asked them to wait for my answer. After reflection—and because another opportunity aligned better—I declined their offer: the conditions, responsibilities, and salary didn’t match what I was looking for.
I was also intimidated by the expectation to lead on a topic I did not fully master.
So this one was disappointing.
Process 3: Permanent role (CDI) at a scale-up
Structure:
- HR interview
- Technical interview
- Technical assignment
- Assignment debrief
- Interview with the CTO
Permanent position in a scale-up.
Initial contact
A recruiter at a scale-up contacted me after finding my resume online. They described the company context and said they were hiring several Python developers. They sent me the job description; I was interested, so I accepted a technical interview with the head of engineering.
The conversation was fluid, though I didn’t know if I was convincing—but I appreciated it. We talked about how I’d handle code review criticism, flexibility, team spirit.
He told me they had other candidates and expected it to be hard to choose—but he’d decide the next day because he was leaving on vacation.
That evening, I sent them a message thanking them for their time and considerate process, reaffirming my interest.
Outcome
The next evening, the head of engineering called. He said I had fully convinced them and that they wanted to make me an offer.
I accepted immediately, and will be joining them on August 18.
Theory vs. Reality
On paper, Process 3 was the least attractive—long and heavy. But it turned out to be the best process I've ever gone through, because it was conducted by attentive people who adapted.
I learned more about their working style and vision for the craft, which allowed me to imagine myself in that role.
It was also the first process where I could be completely myself, not trying to pretend—I’m sure that left an impact.
At the end of the day, recruitment is about people, on both sides. By being yourself, you connect with those who share your values—and that is priceless.
💡 What was your best—or worst—recruitment experience?
Top comments (3)
Es muy impresionante senôra, estoy muy orgulloso de usted !
Muchas gracias amigo.
Reading this as a recruiter is a good reminder: candidates notice EVERYTHING. Not just the big things like the JD or the offer, but the small things in how you communicate, follow up, and set expectations. Those small moments are usually what decide whether they join… or tell everyone else to run😅