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.
Time to hire is the number of days between a candidate entering the hiring process and accepting an offer. It shows how quickly a company moves once it has found the person it eventually hires, separate from how long the role was open.
A background check verifies facts about a job candidate, such as identity, work history, education and references, before or during hiring. Criminal or credit checks are included only where local law allows, and with the candidate's knowledge.
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.
Developer vetting is the process of checking that a software engineer is capable, reliable and genuine before they join a team. It covers technical skill, real experience, communication, references, identity and, where needed, background and right-to-work checks.
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 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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