Technical Recruiter interview questions and answers

Use these sample Technical Recruiter interview questions to evaluate candidates’ skills and hire the most qualified

professionals.
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CHRISTINA PAVLOU
An experienced recruiter and HR professional who has
transferred her expertise to insightful content to support others in
HR.

For similar roles, check our Recruiter and Executive Recruiter interview questions.

10 good technical recruiter interview questions

Mention two-three common buzzwords you come across in technical job descriptions. What phrases would you use

instead?

What questions would you ask a hiring manager to learn about the requirements for an open role within their

department?

If we wanted to double our engineering team’s size in X months, which sourcing methods would you use?

If a candidate declined your job offer one day before their start date, what would you do?

How is technical recruiting different from recruiting for non-technical roles?

Do you participate in tech forums to source candidates? If so, which ones?

How do you prepare before conducting a technical interview?

Which roles have you found the hardest to fill and why?

Describe a time when you struggled to collaborate with a hiring manager.

How do you contact potential candidates you source on LinkedIn?

Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.

1. Mention two-three common buzzwords you come across in technical job descriptions. What phrases

would you use instead?

This question assesses the candidate’s understanding of technical jargon and their ability to communicate effectively.

Sample answer:

“I often see terms like ‘rockstar developer’ or ‘ninja coder.’ Instead, I’d use more descriptive phrases like ‘highly-skilled

software engineer’ or ‘proficient in multiple programming languages.'”

2. What questions would you ask a hiring manager to learn about the requirements for an open role

within their department?

This question evaluates the candidate’s approach to gathering job requirements and how well they can align those with

potential candidates.

Sample answer:

“I would ask about the specific technical skills required, the level of experience needed, and what the day-to-day

responsibilities would be. I’d also inquire about the team culture and any soft skills that would be beneficial.”

3. If we wanted to double our engineering team’s size in X months, which sourcing methods would

you use?

This question tests the candidate’s ability to scale recruitment efforts and their familiarity with various sourcing methods.

Sample answer:

“I would use a combination of methods, including job boards specialized in tech roles, social media advertising, and

leveraging existing employees’ networks for referrals. I’d also consider hosting or attending tech meetups.”

4. If a candidate declined your job offer one day before their start date, what would you do?

This question gauges the candidate’s problem-solving skills and ability to handle stressful situations.

Sample answer:

“I would immediately inform the hiring manager and discuss the next steps. I’d also reach out to other strong candidates

from the pipeline to gauge their interest while simultaneously posting the job opening again.”

5. How is technical recruiting different from recruiting for non-technical roles?

This question assesses the candidate’s understanding of the unique challenges and requirements of technical recruiting.

Sample answer:
“Technical recruiting often requires a deeper understanding of specific skill sets, programming languages, and project

experiences. The talent pool is also more competitive, making speed and precision crucial.”

6. Do you participate in tech forums to source candidates? If so, which ones?

This question evaluates the candidate’s proactive sourcing methods and their engagement with the tech community.

Sample answer:

“Yes, I regularly participate in forums like Stack Overflow and GitHub to identify potential candidates and understand

current tech trends.”

7. How do you prepare before conducting a technical interview?

This question tests the candidate’s preparation methods and their ability to assess technical skills effectively.

Sample answer:

“I review the candidate’s resume in detail, prepare a set of technical and behavioral questions, and often collaborate with

a technical team member to include some role-specific queries.”

8. Which roles have you found the hardest to fill and why?

This question assesses the candidate’s experience and challenges they’ve faced in technical recruiting.

Sample answer:

“Roles requiring niche skills like machine learning or blockchain have been the hardest to fill due to the limited talent

pool and high demand.”

9. Describe a time when you struggled to collaborate with a hiring manager.

This question gauges the candidate’s interpersonal skills and their ability to navigate challenges within the organization.

Sample answer:

“There was a time when a hiring manager was not clear about the job requirements. I arranged a face-to-face meeting to

clarify expectations and streamline the recruitment process.”

10. How do you contact potential candidates you source on LinkedIn?

This question tests the candidate’s approach to initial candidate outreach and their persistence in sourcing.
Sample answer:

“I send a personalized message outlining the opportunity and why I think they’d be a good fit. If they don’t respond

within a week, I’ll send a follow-up message.”

What does a good technical recruiter candidate look like?

A good technical recruiter is not just familiar with tech jargon but also understands the nuances of various tech roles.

They should be proactive, have excellent communication skills, and be adept at building relationships.

Jump to section:

• Introduction
• Operational and Situational questions
• Role-specific questions
• Behavioral questions

Technical Recruiter Interview Questions

Technical Recruiters source, interview and evaluate candidates for IT positions. They’re also responsible for posting job

ads on technical sites and networking with potential candidates.

Candidates for this role usually have an HR or an IT background. Candidates with an HR background should have a good

understanding of technical terms and positions. Ask pointed questions to determine whether they can tell the differences

between IT positions and to learn how familiar they are with tech platforms (e.g. Github and StackOverflow.) Candidates

with an IT background should have training in interviewing techniques or relevant work experience.

Tailor these questions to your hiring needs. Look for candidates with technical expertise, especially if you need them to

assess potential hires’ qualifications and assignments. If your Technical Recruiter position involves attending events

and/or hosting meetups, evaluate candidates’ networking skills and select those who can build your company’s employer

brand. For fast-growing engineering teams, it’s best to hire someone who’s organized, efficient and can multi-task.

Let’s summarize some of the questions and add a few more divided into specific types.

Operational and Situational questions

 • Mention two-three common buzzwords you come across in technical job descriptions. What phrases would you
use instead?

• What questions would you ask a hiring manager to learn about the requirements for an open role within their
department?

• If we wanted to double our engineering team’s size in X months, which sourcing methods would you use?
• If a candidate declined your job offer one day before their start date and your runner-up candidate wasn’t as
qualified for the role, what would you do?

Role-specific questions

• How is technical recruiting different from recruiting for non-technical roles?

• Do you participate in tech forums to source candidates? If so, which ones?
• How do you prepare before conducting a technical interview?
• Which roles have you found the hardest to fill and why?

Behavioral questions

• Describe a time when you struggled to collaborate with a hiring manager. What difficulties did you face and how
did you overcome them?

• Mention a time when your proactive candidate sourcing helped reduce time-to-fill.
• How do you contact potential candidates you source on LinkedIn? How many times do you follow up if they don’t
respond to your initial outreach?

• Explain how your networking skills ( online or offline) help you build pipelines of potential candidates.