A job description is a written outline of a role's purpose, responsibilities, required skills and working conditions. In engineering hiring it shapes who applies, what interviewers test and how a new hire's first months are judged.
A coding assessment is a practical exercise in which a candidate writes, debugs or reviews code so a hiring team can judge their skill on realistic work. It may be a timed online test, a take-home task or a live paired session.
Salary benchmarking is comparing pay for a role against market data for similar jobs, levels and locations to set fair, competitive compensation. It informs offers, pay bands, raises and decisions about where to hire.
Talent acquisition is the ongoing work of finding, attracting, assessing and hiring people to meet an organisation's long-term skill needs. Unlike reactive recruiting, it plans pipelines, employer brand and hiring process ahead of individual vacancies.
Technical screening is the early stage of hiring where a candidate's engineering skills are checked, through tests, calls or reviews, before full interviews. It filters the pipeline so senior interviewers spend time only on credible candidates.
A technical interview is a structured conversation in which engineers assess a candidate's knowledge, problem-solving and design judgement for a specific role. It usually follows a screening call or coding assessment and may include system design or live coding.
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