6 Interview Questions Every Hiring Manager Should Ask Tech Candidates Today

Hiring the right technical talent has never been more challenging. Remote and hybrid work are now standard, technology stacks evolve at lightning speed, and retention depends as much on cultural fit as technical skill. Add to that the rise of AI tools reshaping how engineers work, and it’s clear that yesterday’s interview questions won’t cut it anymore. 

If you’re a hiring manager or recruiter looking for the best tech interview questions to ask software engineers, developers, or IT candidates, these six questions will help you go beyond surface-level skills and uncover candidates who will succeed on your team.

1. Can you walk me through a recent project where you solved a technically complex problem? What was your role, what challenges did you face, and how did you overcome them?

Why it matters: This question reveals more than surface-level technical knowledge. It tests the candidate’s ability to explain real-world problem-solving, their role in a team setting, and how they handle adversity. 

What you’ll learn: Depth of technical expertise, communication skills, critical thinking, and accountability. 

2. When you don’t know the answer or haven’t worked with a specific technology, how do you figure it out?

Why it matters: In fast-changing tech environments, nobody has all the answers. The best hires are resourceful learners who can adapt quickly. 

What you’ll learn: Whether the candidate leverages research, collaboration, documentation, or experimentation, and how effectively they transform uncertainty into solutions. 

3. Tell me about a time you disagreed with a teammate or manager on a technical decision. How did you handle it, and what was the outcome?

Why it matters: Technical disagreements are inevitable, especially in remote or hybrid settings where communication can be harder. You want someone who can advocate for their ideas while respecting others. 

What you’ll learn: Emotional intelligence, maturity, collaboration style, and whether they elevate team dynamics or create friction. 

4. How do you ensure the code you write (or solutions you design) are reliable, maintainable, and respected by the rest of the team? 

Why it matters: Great technical work isn’t just about functionality; it’s about long-term sustainability. This question tests craftsmanship and pride in quality. 

What you’ll learn: Their approach to testing, documentation, coding standards, and peer reviews, as well as their awareness of how their work impacts others. 

5. How have you used AI tools (like GitHub Copilot, ChatGPT, or others) in your work? What benefits have you seen, and what challenges or risks do you watch out for?

Why it matters: AI is transforming software development, and forward-thinking candidates are already experimenting with it. The best hires know how to leverage AI responsibly while understanding its limits. 

What you’ll learn: Adaptability, curiosity, ethical awareness, and whether they see AI as a shortcut or a productivity enhancer. 

6. What motivates you most in your work, and how do you stay productive when projects are challenging or repetitive? 

Why it matters: High performers stay driven even when the work gets tough or less glamorous. This question uncovers intrinsic motivation, which is key to long-term retention. 

What you’ll learn: Whether the candidate is energized by solving problems, learning, collaboration, or mission alignment, and how they maintain focus during setbacks. 

The Takeaway

In today’s hiring climate, it’s not enough to test if a candidate can code. You need to know if they can adapt, collaborate, and thrive in a fast-moving environment. By asking these six questions, you’ll gain a deeper understanding of a candidate’s technical strengths, problem-solving style, emotional intelligence, and potential to grow with your team. 

The result? Stronger hires, higher retention, and a more resilient team ready for the future of work. 

Final Thoughts

Interviewing is one of the most important parts of building a high-performing technology team. By updating your approach with these modern tech interview questions, you’ll identify candidates who can handle complex challenges, embrace AI tools, and contribute positively to your company culture. 

If you’re looking for support with hiring developers or IT talent, or if you’d like guidance on building a smarter interview process, SOLTECH can help. Our team has decades of experience in technology consulting, software development, and IT staffing, helping organizations hire the right people and build the right solutions. 

Are you interested in learning more about hiring the right members for your team? Download our free guide to Talent Acquisition.

Veanne Smith

Veanne Smith serves as the CEO and co-founder of SOLTECH – Atlanta’s premier software development, technology consulting and IT staffing firm.

Prior to founding SOLTECH, Veanne spent more than 10 years in the technology industry, where she leveraged her software development and project management skills to attain executive leadership responsibilities for a growing national technology consulting firm. She is passionate about building mutually beneficial long-term relationships, growing businesses, and helping people achieve their personal life goals via rewarding employment opportunities.

Outside of SOLTECH, Veanne is considered a thought leader in Atlanta’s IT community. Currently, she serves on the Advisory Board for The College of Computing and Software Engineering at Kennesaw State University. In addition, Veanne helped launch the AxIO Advisory Council, has been a member of Vistage for 20 years, and created Atlanta Business Impact Radio – a podcast that showcases some of Atlanta’s most innovative businesses and technology professionals.

As an influential figure in the technology and IT staffing industry, Veanne consistently produces insightful articles that address both the opportunities and challenges in IT staffing. Through her writing, she offers valuable tips and advice to businesses seeking to hire technical talent, as well as individuals searching for new opportunities.

She holds a degree in Computer Science from Illinois State University.