Technical interview processes tend to fail in two directions: they are either too shallow to predict performance or so long and abstract that strong candidates disengage.
A focused four-stage structure can create better evidence while respecting everyone's time.
Stage 1: Screen (30 min)
Motivation, availability, compensation expectations, and a quick read on relevant experience. Do not defer compensation to the end; it wastes everyone's time.
Stage 2: Practical exercise (60–90 min)
A realistic problem close to the actual work, ideally paired rather than take-home. You are watching how they reason, not whether they memorized an algorithm.
Stage 3: System and trade-offs (60 min)
Ask them to design something in the domain and defend the trade-offs. Strong candidates ask about constraints before they draw anything.
Stage 4: Team and values (45 min)
How they work with others, handle disagreement, and take ownership. Structured questions, not a chat.
Then decide quickly
Score independently, debrief within two days, decide. A loop this tight only works if the decision matches its pace.