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Use these five non-technical questions to learn how a software developer collaborates, handles challenges, prioritizes work, learns from feedback and explains technical ideas. They are practical examples, not a statistically verified ranking of the questions employers ask most often. Pair them with job-related technical assessment rather than using them as a substitute for coding exercises, work samples or evaluation of role-specific skills.
Five non-technical questions to ask software developer candidates
Behavioral prompts work best when they invite a specific example. Ask what the candidate personally did, what happened, and what they learned—not just what their team accomplished.
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1. Tell me about a time you disagreed with a coworker and how you handled it.
This can reveal how a candidate listens, explains their reasoning and works toward a resolution. Follow up with: “What did you do personally?” and “What would you do differently now?” The software-engineer behavioral guide from Indeed recommends the STAR structure—situation, task, action and result—for organizing a concrete response.
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Listen for how the candidate clarified the problem, chose a course of action, involved others when useful and assessed the outcome. A useful follow-up is: “What information did you need before deciding what to do?” Indeed’s employer guide to software-developer interview questions includes prompts about complex problems and unanticipated challenges.
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3. Tell me about a time you had several responsibilities or a tight deadline. How did you prioritize?
Ask how the candidate decided what came first, handled trade-offs and kept colleagues or stakeholders informed. Follow up with: “Did you need to renegotiate scope or timing? How did you communicate that?” The software-engineer guide covers prioritization, scope negotiation and status communication; the employer guide also includes questions about working under time pressure.
4. Tell me about feedback or a mistake that changed how you work.
Look for a specific example, clear ownership, a response to the feedback or mistake, and evidence that the candidate reflected or changed their approach. Ask: “What did you change afterward?” and, where appropriate, “What would you do differently next time?” The Indeed guides include prompts about learning from mistakes, implementing feedback and responding constructively to criticism.
5. How would you explain a technical limitation or concept to a non-technical colleague?
Ask for a brief example or explanation, then observe whether the candidate uses accessible language and adapts when the listener is unsure. You can follow with: “What questions might that colleague ask?” Indeed’s developer hiring guide notes that developers may need to explain technical requirements and limitations in lay terms, and recommends paying attention to how they handle follow-up questions or confusion.
How to ask the questions consistently
Before the interview, decide which role-related behaviors and communication skills you want to assess. Ask each candidate the same core prompts in the same order, and use the same job-related rating criteria. Indeed’s guide to structured and unstructured interviews explains that predetermined questions and a grading system can make comparisons more consistent. Structured interviews take preparation and may feel generalized, so use consistent follow-ups to clarify evidence without turning the conversation into an improvised second assessment.
For behavioral answers, invite candidates to describe the situation, their responsibility, their own actions and the result. STAR—situation, task, action, result—is one useful way to organize the answer. A question about what they would do differently can also surface reflection and learning.
What to assess in candidates’ answers
Use the same dimensions for every candidate, and base ratings on job-related evidence rather than presentation polish or whether someone resembles the interviewer. Practical dimensions include:
- Role relevance: Does the example involve skills or situations that matter for this job?
- Personal contribution: Can the candidate distinguish their actions from the team’s work?
- Reasoning and trade-offs: Do they explain how they chose what to do under the circumstances?
- Collaboration and communication: Do they describe interactions clearly and account for other people’s needs?
- Reflection: Can they identify what they learned or might change next time?
For the explanation prompt in particular, consider whether the candidate uses everyday language, picks a useful example and adjusts when the listener needs clarification. These are practical assessment dimensions, not a validated scoring instrument. The cited guides provide question examples and support structured comparison; they do not establish an official validation or legal-compliance standard for a particular rubric. Tailor questions and scoring to the role and applicable hiring requirements.
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Why these are examples, not a verified “most asked” ranking
The Indeed career and employer guides offer sample questions about workplace behavior, problem-solving, prioritization, feedback and communication. They do not report an original survey establishing which five questions employers ask most often. Treat this list as a set of commonly useful prompts, not a measured popularity ranking or a predictor of hiring outcomes. The prompts complement, rather than replace, technical and job-specific evaluation.
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