Redesigning the Interview Process: Building Inclusive and Effective Hiring Practices in Software Engineering
How small teams can create fair, flexible, and efficient interviews that unlock diverse talent without overloading their resources.
As a seasoned software engineer with years of experience building and hiring teams, I’ve had plenty of opportunities to reflect on what makes an effective hiring process. Early in my career, I didn’t think much about the structure of interviews—I saw them as a necessary test of technical skills. But as I’ve navigated these processes myself and supported others through them, I’ve come to see just how limiting and rigid they can be.
For a long time, I couldn’t quite pinpoint why certain interview formats felt so draining, even when I knew I had the skills to excel. It wasn’t until recently, after gaining a clearer understanding of my own neurodiversity, that I recognised these challenges weren’t about ability—they were about how the processes themselves were structured. I now realise that many of the barriers I’ve faced are ones other engineers face too, whether they know it or not.
These reflections aren’t just theoretical. I’ve been on both sides of the table: as a candidate navigating processes that didn’t fit and as an interviewer trying to make the best of limited resources and tight schedules. This post is about what I’ve learned along the way—and how even small teams can build more inclusive, effective hiring practices.
Challenges for Smaller Teams
Small companies and start-ups face unique pressures when it comes to hiring. Without a dedicated talent acquisition team, engineers and managers often find themselves juggling multiple hats—managing interviews and candidate evaluations while keeping up with their full-time responsibilities. It’s no surprise that many teams default to traditional interview formats like live-coding exercises or lengthy technical screens. These methods feel efficient, but they can unintentionally filter out great candidates.
I’ve been in these shoes myself: trying to strike a balance between evaluating candidates fairly and managing the day-to-day demands of a fast-paced team. The reality is, even the most well-meaning processes can overlook candidates who might not thrive in one-size-fits-all interview formats. That realisation hit close to home for me—and it’s why I believe inclusivity in hiring isn’t just a “nice-to-have.” It’s essential for finding the best talent and building great teams.
How Smaller Teams Can Adopt Inclusive Hiring Practices
Based on my experiences, here are some practical steps smaller teams can take to balance inclusivity with the constraints of a small organisation:
1. Simplify and Focus the Process
Streamlining your process can reduce the burden on your team while making the experience more accessible for candidates:
Prioritise role-specific skills: Focus assessments on the core skills the role requires rather than generic challenges. For example, if the role involves API development, evaluate a candidate’s ability to work with APIs directly.
Limit interview stages: Instead of a lengthy process with multiple rounds, combine stages where possible. A technical assessment followed by a structured conversation may be enough for many roles.
Standardise evaluations: Use clear rubrics to assess candidates, reducing ambiguity and the need for prolonged deliberations.
2. Offer Flexible Assessment Methods
Rigid formats, like live-coding exercises, may seem efficient but can exclude candidates who need a different approach. Instead:
Provide alternatives: Allow candidates to choose between live-coding, pair programming, or a take-home assignment.
Make take-home tasks manageable: Keep them focused and time-bound to respect the candidate’s and team’s time. Avoid tasks that require more than 2–3 hours to complete.
Real-world relevance: Ensure that assessments reflect the day-to-day work of the role, rather than abstract problems unrelated to the job.
3. Be Transparent and Proactive
Clear communication can reduce uncertainty for candidates and make the process easier for your team:
Share the interview structure upfront: Let candidates know what to expect, including the skills being assessed and the timeline for feedback.
Proactively offer accommodations: Include a simple statement in the job description, such as: “We’re happy to provide accommodations to make the process more accessible for you. Let us know what you need.”
Set realistic timelines: Give candidates enough time to complete assessments, balancing your team’s need for efficiency with respect for candidates’ schedules.
4. Create an Environment for Success
You don’t need a big budget or fancy tools to make candidates feel comfortable:
Remote-friendly options: Offer virtual interviews, which can help candidates and your team save time while reducing stress for everyone.
Minimise distractions: When conducting interviews, ensure a quiet and focused environment, whether online or in person.
Allow breaks: For longer interviews, build in optional breaks to keep the process manageable for candidates and interviewers alike.
5. Minimise Bias in Evaluation
Bias often comes from assumptions we don’t realise we’re making. Structured evaluation criteria help mitigate this:
Use rubrics: Evaluate candidates based on their skills and problem-solving abilities using predefined criteria, not subjective impressions.
Focus on outcomes, not processes: A candidate’s path to solving a problem may be unconventional or slower, but the result is what matters.
Recognise diverse communication styles: I’ve seen incredible candidates who struggled with traditional interview formats but thrived when given space to express themselves in their own way.
6. Leverage Tools and Templates
For small teams, efficiency is critical. Tools like applicant tracking systems (even lightweight ones) or shared evaluation templates can reduce administrative overhead. Platforms that support collaborative coding or asynchronous evaluations can also save time while providing flexibility for candidates.
Balancing Inclusivity and Practicality
Smaller companies face unique pressures, but inclusivity doesn’t have to mean more complexity. In fact, many inclusive practices—such as offering clear expectations, reducing unnecessary interview stages, or using structured rubrics—make the process easier for hiring teams, too.
Having been part of stretched teams where time and resources were tight, I understand the demands start-ups face. But I’ve also seen how these changes can unlock hidden talent that traditional methods might miss. Sometimes, the most exceptional engineers aren’t the ones who excel at performing under artificial pressure—they’re the ones who thrive in environments designed for real-world problem-solving.
It’s also important to acknowledge that no hiring process will ever be perfect. The goal isn’t to eliminate every challenge but to ensure the process is fair and focused on evaluating candidates’ actual skills and potential.
Why This Matters
At its core, inclusive hiring is about recognising that great engineers come from all kinds of backgrounds and bring a variety of working styles to the table. By building flexibility into the process, smaller teams can unlock access to a broader pool of talented candidates while reducing the risk of overlooking someone exceptional.
If you’re part of a small team struggling to balance hiring with everything else on your plate, ask yourself:
Are we focusing on what really matters for the role?
Are we giving candidates enough options to succeed on their terms?
Are we making the process as efficient and fair as possible for everyone involved?
Inclusive hiring isn’t just about being fair—it’s about building better teams and making the best use of your time and resources. With a few thoughtful adjustments, even the smallest teams can create a hiring process that works for everyone.