\u003C/figure>\u003C/div>\n\u003C!-- /wp:image -->\n\n\u003C!-- wp:paragraph -->\n\u003Cp>As you can see, factors like working with a preferred language or technology, opportunities for a flexible schedule, \u003Ca href=\"https://stackoverflow.blog/2019/12/20/making-remote-work-at-stack-overflow/\">remote work\u003C/a>, and company culture are all important to developers. One of our goals is to help companies consider what they are doing, or could be doing, to focus on these factors and make themselves stand out in the crowd. \u003C/p>\n\u003C!-- /wp:paragraph -->\n\n\u003C!-- wp:list -->\n\u003Cul>\u003Cli>\u003Cstrong>Having a clear idea of who we’re looking for: \u003C/strong>At Stack Overflow, we focus on a specific set of criteria when looking for developers. We look for developers who are passionate and excited about their work and the field, who like to take deep dives into new technologies, who learn quickly and solve complex problems efficiently, and who - put simply - get things done. Our hiring process looks specifically for those qualities in a candidate, both in terms of past projects and proven track records, and in terms of how they present themselves and their work. \u003C/li>\u003C/ul>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:paragraph -->\n\u003Cp>At this point, you may be wondering, “Okay, so we know what informs your approach. But what exactly does the Stack Overflow hiring process look like?” Here’s a breakdown of our hiring process. Note: since 80% of our engineering team has been remote even before covid, this process including interviews, is done remotely. \u003C/p>\n\u003C!-- /wp:paragraph -->\n\n\u003C!-- wp:list {\"ordered\":true} -->\n\u003Col>\u003Cli>\u003Cstrong>Resume review: \u003C/strong>Our first step in the hiring process is a review of inbound applications. Because of our brand recognition, we get a lot of inbound applications from a wide range of candidates. We specifically review and screen inbound resumes for our target qualities (as mentioned above, experience, technical depth, passion, and the ability to get things done). \u003C/li>\u003C/ol>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:list {\"ordered\":true,\"start\":2} -->\n\u003Col start=\"2\">\u003Cli>\u003Cstrong>Initial screen: \u003C/strong>For all candidates, we conduct an initial phone screen to check and expand on how the candidate emulates our target qualities, and to set expectations about the rest of the interview process. \u003C/li>\u003C/ol>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:list {\"ordered\":true,\"start\":3} -->\n\u003Col start=\"3\">\u003Cli>\u003Cstrong>Code screen: \u003C/strong>All candidates are then given a 30 minute code screen with an engineer on our team. Every engineer on our team conducts these code screens. They basically establish whether or not the candidate can actually code. If there is any doubt on the part of the interviewer, the candidate is turned down.\u003C/li>\u003C/ol>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:list {\"ordered\":true,\"start\":4} -->\n\u003Col start=\"4\">\u003Cli>\u003Cstrong>Full interviews: \u003C/strong>If candidates pass the initial screen and the code screen, they move on to three full interviews. \u003C/li>\u003C/ol>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:list -->\n\u003Cul>\u003Cli>\u003Cstrong>Algorithm interview:\u003C/strong> This interview is focused on a candidate’s technical depth.\u003C/li>\u003Cli>\u003Cstrong>Architecture interview: \u003C/strong>This interview is focused on a candidate’s ability to build something end-to-end.\u003C/li>\u003Cli>\u003Cstrong>PM interview:\u003C/strong> This interview is focused on PM and developer relationships. \u003C/li>\u003C/ul>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:list {\"ordered\":true,\"start\":5} -->\n\u003Col start=\"5\">\u003Cli>\u003Cstrong>Manager interview: \u003C/strong>At this stage of the process, candidates are invited in for a manager interview. Before this interview, we determine a team match for the candidate. During the interview, we sell the candidate on the company, on their intended team within the company, and on the position. There may be a second code interview at this point, but only if it is deemed necessary to test for specific skills. If the VP or CTO have any outstanding concerns after this interview, the candidate may be invited back for a follow up interview. \u003C/li>\u003C/ol>\n\u003C!-- /wp:list -->\n\n\u003C!-- wp:paragraph -->\n\u003Cp>Since COVID we have moved from a 40% to a 100% remote company, but we've always been focused on delivering a great remote experience for candidates. We believe in hiring smart people and empowering them to get the job done. Regardless of where they are located.\u003C/p>\n\u003C!-- /wp:paragraph -->\n\n\u003C!-- wp:paragraph -->\n\u003Cp>If you came across this looking for a job at Stack Overflow, you can \u003Ca href=\"https://stackoverflow.com/company/work-here\">find open positions here\u003C/a>. Want to see what jobs are out there from other companies? Check out \u003Ca href=\"https://stackoverflow.com/jobs?utm_source=blog&utm_medium=post&utm_campaign=howstackhires\">Stack Overflow Jobs\u003C/a> - a job board for developers, by developers.\u003C/p>\n\u003C!-- /wp:paragraph -->","html","2020-07-03T12:35:00.000Z",{"current":398},"how-stack-overflow-hires-engineers",[400,408],{"_createdAt":401,"_id":402,"_rev":403,"_type":404,"_updatedAt":401,"slug":405,"title":407},"2023-05-23T16:43:21Z","wp-tagcat-code-for-a-living","9HpbCsT2tq0xwozQfkc4ih","blogTag",{"current":406},"code-for-a-living","Code for a Living",{"_createdAt":401,"_id":409,"_rev":403,"_type":404,"_updatedAt":401,"slug":410,"title":412},"wp-tagcat-stackoverflow",{"current":411},"stackoverflow","Stackoverflow","How Stack Overflow hires engineers",[415,421,427,433],{"_id":416,"publishedAt":417,"slug":418,"sponsored":12,"title":420},"370eca08-3da8-4a13-b71e-5ab04e7d1f8b","2025-08-28T16:00:00.000Z",{"_type":10,"current":419},"moving-the-public-stack-overflow-sites-to-the-cloud-part-1","Moving the public Stack Overflow sites to the cloud: Part 1",{"_id":422,"publishedAt":423,"slug":424,"sponsored":388,"title":426},"e10457b6-a9f6-4aa9-90f2-d9e04eb77b7c","2025-08-27T04:40:00.000Z",{"_type":10,"current":425},"from-punch-cards-to-prompts-a-history-of-how-software-got-better","From punch cards to prompts: a history of how software got better",{"_id":428,"publishedAt":429,"slug":430,"sponsored":12,"title":432},"65472515-0b62-40d1-8b79-a62bdd2f508a","2025-08-25T16:00:00.000Z",{"_type":10,"current":431},"making-continuous-learning-work-at-work","Making continuous learning work at work",{"_id":434,"publishedAt":435,"slug":436,"sponsored":12,"title":438},"1b0bdf8c-5558-4631-80ca-40cb8e54b571","2025-08-21T14:00:25.054Z",{"_type":10,"current":437},"research-roadmap-update-august-2025","Research roadmap update, August 2025",{"count":440,"lastTimestamp":441},24,"2023-05-25T09:47:22Z",["Reactive",443],{"$sarticleModal":444},false,["Set"],["ShallowReactive",447],{"sanity-mzsrk0ZJwNcwLQtJ5mjmycCAJFy6hC3ZN3lBn_uRHLk":-1,"sanity-comment-wp-post-16197-1756494327902":-1},"/2020/07/03/how-stack-overflow-hires-engineers"]