These pages give recruiters a set of screening questions for each common tech role, written so you can judge the answers without being an engineer. Each page covers what the job involves, what to check at junior, mid and senior level, example questions with what strong and weak answers sound like, and the red flags worth writing down.
How should you use these questions in a first screen?
Start with the hiring manager. Agree on the skills that would make them turn a candidate down, then pick three or four questions that test those skills. During the call, ask for specifics after every answer: what exactly they did, which tools and versions, what the numbers were, what went wrong. People who have done the work get more detailed as you push. People who haven't tend to repeat their first answer in new words.
Write down what you heard as well as your impression. A red flag is a reason to probe in the next conversation, and our guide on how to spot a proxy interview covers the signs that someone else is answering.
How does Simplehire turn a role's skills into a voice screen?
You create a role in Simplehire and add its required skills, the same must-haves you agreed with the hiring manager. The candidate opens an interview link and talks in the browser with our AI interviewer, which asks role-based questions about those skills. Adaptive screens add follow-up questions that dig deeper into the candidate's answers, and Advanced screens go further on strong answers, with an optional coding round scored separately.
The screening report gives a verdict, Skills demonstrated X/Y against the skills you set, and Areas to probe for your own call. You decide who moves forward. Basic is $2 per screen (about 15 minutes), Adaptive $3 (about 20) and Advanced $5 (about 30). Proctoring runs on every screen, and every account gets 25 free Basic screens a month with no credit card required. The pricing page has the details, and Simplehire for IT staffing shows how agencies fit this into submissions.
Which roles are covered?
Where one fits, each page links the Bureau of Labor Statistics description of the occupation.
- .NET developer screening questions for recruiters: Skills to check by level, six questions with strong and weak answers, and red flags to note.
- AWS cloud engineer screening questions for recruiters: Skills by level, questions on IAM, networking, cost and incidents, and red flags to note.
- Azure cloud engineer screening questions for recruiters: Skills by level, questions on identity, networking, deployment and cost, and red flags to note.
- Cybersecurity analyst screening questions for recruiters: Alerts, phishing, incidents and vulnerabilities, with strong and weak answers and red flags.
- Data analyst screening questions for recruiters: Skills by level, questions on SQL, dashboards and explaining results, and red flags to note.
- Data engineer screening questions for recruiters: Skills by level, questions on pipelines, data quality and modeling, and red flags to note.
- DevOps engineer screening questions for recruiters: Skills by level, questions on pipelines, infrastructure as code and incidents, and red flags to note.
- Full-stack developer screening questions for recruiters: Find the stronger side of the stack, with strong and weak answers and red flags to note.
- IT business analyst screening questions for recruiters: Requirements, user stories, process mapping and SQL, with strong and weak answers.
- IT project manager screening questions for recruiters: Scope, schedule, budget, risk and vendors, with strong and weak answers and red flags.
- Java developer screening questions for recruiters: Java developer screening questions tied to the resume keywords recruiters see most: Spring Boot, microservices, Maven, upgrades, security and deployment.
- Network engineer screening questions for recruiters: Troubleshooting, routing, firewalls and cloud networking, with strong and weak answers.
- Python developer screening questions for recruiters: What to check at each level, questions with strong and weak answers, and the red flags to note.
- QA automation engineer screening questions for recruiters: With skills by level, strong and weak answers, and the red flags worth noting.
- React developer screening questions for recruiters: React and front-end developer screening questions for recruiters: skills by level, questions with strong and weak answers, and red flags to note.
- Salesforce administrator screening questions for recruiters: Flow, security, data loads and releases, with strong and weak answers and red flags.
- Salesforce developer screening questions for recruiters: Apex, Flow, integrations and deployments, with strong and weak answers and red flags.
- SAP FICO consultant screening questions for recruiters: Implementations, S/4HANA, integration and month-end close, with strong and weak answers.
- Scrum master screening questions for recruiters: Sprints, retrospectives, coaching and impediments, with strong and weak answers and red flags.
- ServiceNow developer screening questions for recruiters: Scripting, upgrades, integrations and ITSM, with strong and weak answers and red flags.
Frequently asked questions
Are these questions from Simplehire's interview question bank?
No. We wrote them for these pages as examples a recruiter can ask in a first screen. Simplehire's AI interviewer asks its own role-based questions, built around the required skills you set for each role.
Can a recruiter who isn't technical use these pages?
Yes. Every question comes with what a strong answer and a weak answer sound like in plain words, so you can judge an answer by its detail without knowing the technology yourself.
How many questions should I ask in a first screen?
Pick the few that test the hiring manager's must-have skills and spend the rest of the time on follow-ups. Going deep on three or four questions tells you more than skimming ten.
