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5 Modern Interview Questions for Software Engineers in the Age of AI

Assessing technical skills is never easy. A technical interview is useful not only because it tests coding ability, but also because it reveals how someone thinks, communicates, and approaches problems. That’s something you don’t always get from a written test or assignment.

Traditionally, interviews focused on algorithm puzzles, syntax, and textbook system design. But in today’s world, where tools like GitHub Copilot and ChatGPT can generate code instantly. What matters now is how engineers use these tools wisely, review what’s produced, and make sound decisions.

Here are some types of interview questions that matter more in the age of AI:

1. Code Review

Q: If an AI assistant generated this code snippet, how would you check whether it’s safe, correct, and efficient?

A strong answer should include testing edge cases, checking for security issues, and making sure the code is clear and maintainable, and not just trusting the AI output blindly.

2. Debugging AI-Generated Code

Q: Here’s a function that works but is failing in one edge case. Walk me through how you’d debug it and identify the issue.

This shows how the candidate reasons through a problem, not just whether they can fix it.

3. AI in System Design

Q: Design a job recommendation system that uses an AI model. How do you handle cases where the AI gives irrelevant or biased suggestions?

Good answers mention fallback logic, monitoring, feedback loops, and awareness of fairness and bias.

4. Prompt Engineering / Problem Framing

Q: Imagine you need an AI to generate boilerplate code for a REST API. What would your first prompt look like, and how would you refine it if the output wasn’t good enough?

This tests whether the candidate can clearly frame problems and work with AI as a collaborator.

5. Critical Thinking Beyond AI

Q: An AI tool suggests a clever one-line solution, but it’s hard to read. Do you keep it or rewrite it? Why?

A thoughtful answer should focus on maintainability and clarity, knowing that humans will maintain the code.

Reverse Engineering and Critical Thinking Matter

These questions go beyond memorizing algorithms and simple coding drills. They’re about how candidates think, adapt, and make decisions in a world where AI can generate code instantly. They highlight skills AI can’t replace: reviewing and reverse engineering AI outputs, debugging edge cases, framing problems clearly, handling bias responsibly, and prioritizing readability over shortcuts.

Boilerplate may be automated, but judgment, problem deconstruction, and collaboration remain uniquely human, and that’s what modern interviews should uncover.

Other Side: Things Job Applicants Never Tell You

While we’ve explored the less-discussed aspects of the recruitment process from the recruiters’ perspective, it’s equally important to consider the other side of the equation- job applicants. Just as recruiters have their unspoken realities, job seekers also have things they rarely disclose during the hiring process. Understanding these hidden truths can help both recruiters and employers build more authentic and productive relationships with potential employees.

The Applicant’s Unspoken Realities

Current Job Satisfaction

What They Say: “I’m looking for new challenges.”

What They Mean: “I’m unhappy with my current job, boss, or company culture.”

Why It Matters: Knowing this can help you understand their motivations better and assess if your company can truly offer what they are seeking.

True Career Aspirations

What They Say: “I’m excited about this position.”

What They Mean: “I see this job as a stepping stone to something else.”

Why It Matters: Recognizing their long-term goals can help in offering roles that align better with their career paths and increase retention.

Strengths and Weaknesses

What They Say: “My biggest weakness is that I’m too much of a perfectionist.”

What They Mean: “I’m mentioning a safe weakness to avoid appearing incompetent.”

Why It Matters: Digging deeper can reveal true areas for improvement and how they handle challenges.

Reason for Leaving Previous Job

What They Say: “I’m looking for growth opportunities.”

What They Mean: “I left because of conflicts, dissatisfaction, or job insecurity.”

Why It Matters: Understanding the real reason can help in assessing their fit within your organization’s culture.

Work-Life Balance Preferences

What They Say: “I’m flexible with working hours.”

What They Mean: “I need a job that respects my personal time and family commitments.”

Why It Matters: Being clear about work-life balance can help attract candidates who align with your company’s policies and culture.

Salary Expectations

What They Say: “I’m open to discussing salary.”

What They Mean: “I have a minimum salary requirement but don’t want to seem greedy.”

Why It Matters: Having an open and honest discussion about salary expectations can prevent future dissatisfaction and turnover.

Company Research

What They Say: “I’ve researched your company thoroughly.”

What They Mean: “I’ve skimmed through your website and read a few reviews.”

Why It Matters: Providing more information about your company’s culture, mission, and values can help candidates make more informed decisions.

Bridging the Gap

Just as recruiters try to understand and mitigate biases in their processes, job seekers often aim to present the best version of themselves, sometimes glossing over less favorable truths. To make better hiring decisions, both parties can benefit from open communication and mutual understanding.

For Recruiters

  • Encourage Honesty: Create a safe space for applicants to share their true aspirations and concerns.
  • Ask Open-Ended Questions: This can help reveal more about the candidate’s genuine motivations and experiences.
  • Provide Clear Information: Be upfront about job expectations, company culture, and growth opportunities to help candidates make informed decisions.

For Job Seekers

  • Be Transparent: Honesty about your career goals and expectations can help you find a job that truly fits your needs.
  • Research Thoroughly: Understanding the company’s values and culture can help you assess if it’s the right place for you.
  • Communicate Needs: Clearly express your requirements for work-life balance, career growth, and other important factors.

By recognizing and addressing the unspoken realities on both sides, we can work towards a more authentic and effective hiring process. After all, transparency and honesty are key to building trust and ensuring long-term satisfaction for both employers and employees.

The Unspoken Truths About Recruitment, What They Never Tell You

Listen to what people say, but understand them by watching what they are doing.

This golden strategy unlocks many opportunities in identifying needs. When applied to recruiters, it provides valuable insights into their processes and priorities.

Who Are the Recruiters?

We refer to the individuals within an organization involved in shortlisting your CV, conducting interview panels, and making decisions about your salary and hiring confirmation. They play a crucial role in matching candidates with job vacancies.

Job Vacancy Advertisements is The Tip of the Iceberg

Job vacancy advertisements often focus on the hard skills required for a role. However, there are many unspoken requirements and preferences. Understanding these can give you a significant advantage.

The Interview Focus

About 80% of interviews focus on evaluating the candidate, leaving very little time for the candidate to learn about the company and the team they will be working with. This imbalance can leave candidates unaware of the full scope of the company’s needs and culture.

Unspoken Factors in Recruitment

Profile Picture in Your CV: Including a photo on your CV is a debated topic. The general recommendation is to include a picture if your appearance is relevant to the role. However, it’s fine to have or not have a photo. If someone shortlists your CV based on a positive impression of your photo, that’s great. If they decide not to choose you based on your photo, it’s also fine, you likely wouldn’t fit well in their environment anyway.

Sexual Attractiveness: While it may be uncomfortable to acknowledge, physical attractiveness can play a role in hiring decisions. Studies have shown that attractive individuals are often perceived more positively and may have an edge in job interviews. This isn’t fair, but it’s a reality in many workplaces.

Your Personality: Your personality creates an emotional response in others, which can influence their decision-making process. This response varies depending on the personalities of the interview panel. Positive feelings during interviews can increase your chances of being selected. Interviewers document their feedback using factual information, but these facts often stem from their emotions, even if unconsciously.

The Realities of a Competitive Job Market

In highly competitive job markets, your CV might sometimes go unnoticed among many applications. This is not necessarily a reflection of your abilities but can be due to recruiters’ oversight or the sheer volume of applications.

Emotional Decision-Making

No matter how skilled you are, hiring decisions are often influenced by personal preferences and emotions. Recruiters tend to select candidates they feel a connection with.

Solutions

It’s important to acknowledge that not all recruiters fall into the pitfalls mentioned above. Many recruiters and hiring managers are aware of these potential biases and actively work to mitigate them in their processes. Probably we could discuss them in a new article.

Moving Forward

Understanding these dynamics can help you navigate the recruitment process more effectively. Stay true to yourself, present your best qualities, and remember that finding the right job is also about finding the right cultural fit.

Do you have anything in your mind? Feel free to share in the comments section, and let’s discuss!