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.
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.
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 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.
Culture fit is how well a candidate's working style and values match the way a team actually communicates, decides and handles feedback. Many teams now assess culture add instead, to avoid hiring for sameness.
A software engineer designs, builds, tests and maintains software systems using engineering discipline. The title spans specialisms from user interfaces and server code to data and machine learning, so hiring well starts with naming the one you need.
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