Conducting Effective Technical Interviews for Software Developers in South America

Table Of Content

Conducting effective technical interviews for software developers in South America is crucial for companies seeking to hire top talent in this region. With the increasing demand for skilled developers, it is essential to have a well-structured evaluation process that aligns with the cultural and language context of South America. This blog post explores the importance of conducting effective technical interviews and discusses the unique challenges and considerations specific to this region.

South America is a diverse region with a rich pool of software development talent. However, evaluating candidates' technical skills and assessing their fit for your organization can be a complex task. Cultural nuances, language differences, and varying work experiences all contribute to shaping the interview process. By understanding the specific challenges and considerations associated with interviewing software developers in South America, companies can create a fair and inclusive evaluation process that enables candidates to confidently showcase their abilities.

The following sections delve into key tips and strategies for conducting effective technical interviews in South America.

Embrace Diversity in Interviewers:

Including interviewers with diverse backgrounds is crucial when conducting technical interviews for software developers in South America. This approach brings a range of perspectives and experiences to the evaluation process, helping companies avoid biased hiring practices. By having interviewers with different backgrounds, including women, underrepresented minorities, and engineers with varying skill levels, you create a more inclusive and fair interview environment.

Understanding and respecting the cultural diversity of South America is also essential. Each country in the region has its unique customs, norms, and languages. By including interviewers who are familiar with the local culture, you can ensure that candidates feel more comfortable and understood during the interview process. This cultural awareness can foster better communication and help evaluate candidates based on their skills and potential rather than cultural differences.

This can be achieved by partnering with recruiting agencies that prioritize diversity or by focusing on companies that can provide a local perspective to the hiring process. Consider the experience of BetterWay Devs with talent in the region when choosing a recruiting partner.

Focus on Realistic Questions:

When conducting technical interviews for software developers in South America, it is important to ask realistic questions that accurately assess the candidate's skills and knowledge in a practical context. Avoiding trick questions or brain teasers allows you to evaluate how candidates would perform in real-life scenarios, which resonates well with developers in South America.

By asking questions that align with the day-to-day tasks and challenges that developers may encounter in their work, you can gain insights into their problem-solving abilities, technical proficiency, and ability to apply their skills effectively. This approach provides a more accurate assessment of a candidate's capabilities and their potential to contribute to your organization.

Additionally, asking realistic questions helps create a more inclusive interview environment. Candidates from South America value practicality and hands-on experience, and by focusing on questions that reflect this mindset, you can engage them more effectively and assess their suitability for the role.

When preparing realistic questions, consider incorporating scenarios, projects, or challenges that are relevant to the specific tech stack or domain you are hiring for. This allows candidates to demonstrate their expertise and provides a clearer understanding of how they would perform in a real-world setting. It is also beneficial to provide candidates with opportunities to showcase their problem-solving skills and their ability to articulate their thought processes.

These challenges can be addressed with the assistance of technical assessment tools. These tools allow organizations to assess candidates' coding abilities, problem-solving skills, and knowledge of programming languages and frameworks. To learn more about these tools, check out this blog post.

Utilize Take-Home Assignments

Take-home assignments can be a valuable tool for evaluating candidates' communication skills and coding knowledge in technical interviews for software developers in South America. By assigning candidates tasks to complete in their own time, you provide them with a less time-constrained environment to showcase their abilities. This approach has several advantages:

1. Effective evaluation: Take-home assignments allow candidates to demonstrate their skills in a real-world context. They have the opportunity to apply their knowledge and problem-solving abilities without the pressure of a time-limited assessment. This can provide a more accurate assessment of their capabilities and potential.

2. Communication assessment: Assignments can help evaluate a candidate's communication skills, which are essential for effective collaboration in software development teams. Through their written instructions, code documentation, or any accompanying explanations, candidates can showcase their ability to articulate their thoughts and ideas clearly.

3. Realistic expectations: When assigning take-home assignments, it is crucial to set clear instructions and realistic expectations. Providing candidates with all the necessary information and resources ensures they understand the task and can complete it successfully. Clearly communicate the evaluation criteria and any specific requirements, such as coding style or documentation standards.

4. Consider candidates' availability: Take-home assignments offer flexibility for candidates who may have limited availability due to other commitments or ongoing job responsibilities. By allowing candidates to complete the assignment within a reasonable timeframe, you accommodate their schedules and increase the likelihood of their participation.

When assigning take-home assignments, remember to strike a balance between complexity and feasibility. Ensure that the task is challenging enough to assess the candidate's skills but not excessively time-consuming. Consider providing a timeline or deadline for submission to manage the evaluation process effectively.

By utilizing take-home assignments in technical interviews for software developers in South America, you can gain valuable insights into candidates' communication skills, coding knowledge, and problem-solving abilities within a less time-constrained environment. This approach contributes to a comprehensive evaluation process and helps identify the most qualified candidates for your organization.

Cultural Awareness and Sensitivity

When conducting technical interviews in South America, it is crucial to be culturally aware and sensitive in order to create a positive and inclusive interview experience. South America is a diverse region with various cultures, languages, and norms. To effectively communicate and connect with software developers in this area, it is important to familiarize yourself with the specific cultural norms, customs, and languages of the country or region you are targeting.

Be mindful of cultural differences

It is important to respect and adapt your communication style to accommodate cultural differences. South American software developers may have different preferences when it comes to communication styles. Some may prefer direct and assertive communication, while others may value indirect and polite communication. Additionally, you may encounter variations in English communication skills as Spanish or Portuguese is the first language in these countries. It is crucial to be respectful of these differences and adjust your communication style accordingly. It is also important not to expect a native English accent or fluency.

Use simple and clear language

Avoid using jargon, slang, or idioms that may confuse or offend the interviewer. Instead, use language that is simple, clear, and easy to understand. If you are unsure about a term or concept, don't hesitate to ask for clarification or explanation. Demonstrating a willingness to understand and learn shows respect for the candidate's background and helps create a more inclusive interview environment.

Listen actively and show interest

Effective communication is a two-way process that involves active listening as well as speaking. Show genuine interest in what the interviewer is saying by nodding, smiling, making eye contact, and asking relevant questions. Avoid interrupting or dominating the conversation, and give the candidate ample opportunity to express themselves. By actively listening and understanding the interviewer's perspective and needs, you can foster a productive and engaging interview experience.

Use visual aids when possible

Visual aids can be powerful tools for enhancing communication with software developers in South America. Utilize examples, diagrams, charts, or graphs to illustrate your points and provide a clearer understanding of the discussion. Visual aids help avoid misunderstandings or misinterpretations that may arise solely from verbal communication. By incorporating visual elements, you can enhance comprehension and facilitate a more effective exchange of ideas. This approach is particularly effective in explaining benefits and contracting conditions.

By demonstrating cultural sensitivity, adapting your communication style, and showing respect for local practices, you can create an interview environment that fosters inclusivity and allows software developers in South America to confidently showcase their skills and potential.

Preparing for Each Phase of the Interview Process (Remote Interviews)

When conducting remote technical interviews for nearshore software developers, it is crucial to prepare for each phase of the interview process.

Here are the steps for conducting an interview with a remote developer and the importance of each step:

1. Video call Screens: This initial phase is crucial for establishing a positive rapport with candidates and assessing their communication skills, professionalism, and overall fit for the role. Conducting screens allows you to communicate the purpose of the interview process, use video conferencing tools for face-to-face interaction, and evaluate candidates based on standardized questions. It is important to be mindful of potential language barriers and take notes to aid in the evaluation process. Screening calls and other steps of the process are important for several reasons. Firstly, screening calls allow you to evaluate candidates' communication skills, professionalism, and overall fit for the role before proceeding to more in-depth assessments. This helps save time by narrowing down the candidate pool to those who are most suitable for the position.

If you want to simplify the process, you can also hire a recruiting or staffing agency like BetterWay Devs. They can assist you in pre-qualifying candidates, and evaluating their technical skills, soft skills, and English communication abilities.  Learn more here

2. Technical Interviews (Video Calls): The technical interview conducted via video call is a key step for assessing a candidate's technical skills and problem-solving abilities. To conduct effective remote technical interviews, it is important to use a reliable video conferencing platform that supports screen sharing and collaborative coding environments. Prepare technical questions that align with the specific tech stack or domain and provide opportunities for candidates to showcase their problem-solving abilities. Actively listen to their responses and ask follow-up questions to gain a deeper understanding of their thought processes. The video call interview provides an opportunity to assess a candidate's technical skills, cultural fit, and ability to collaborate effectively despite the physical distance. Creating a welcoming and inclusive virtual environment is important, considering potential cultural differences and ensuring equal participation. Structure the interview to include technical assessments, collaborative exercises, and behavioral questions to assess soft skills. Utilize screen sharing and collaborative tools for real-time coding exercises or whiteboard sessions. Additionally, provide opportunities for the candidate to interact with potential team members through video conference calls.

Assessing Soft Skills

In addition to technical skills, soft skills refer to personal qualities and attitudes that enable a candidate to work effectively with others and contribute positively to an organization. Assessing a candidate's soft skills can be challenging, but there are effective assessment methods available, especially if you have already evaluated their technical skills and now want to gauge their cultural compatibility. Here are some approaches to consider:

Use behavioral interview questions: Behavioral interview questions focus on real-life experiences. They ask candidates to describe how they handled specific situations or challenges in the past and what they learned from them. These questions reveal how candidates apply their soft skills in practice and how they handle stress, conflict, or change. Here are some examples of behavioral interview questions:

  • Can you describe a time when you had a problem with a supervisor and how you resolved it?
  • Tell me about a time when you had difficulty getting others to work together on a critical problem and how you handled it.
  • Share your experience with the best leader you have worked with, why you felt this way, and what you learned from that person.
  • Describe a problem you faced that was almost overwhelming and how you overcame it.
  • Have you ever made a mistake? How did you handle it?

Use personality assessments: Personality assessments measure various aspects of a candidate's personality traits, including strengths, weaknesses, preferences, values, and motivations. These assessments help understand how candidates fit into an organizational culture and team dynamics. Here are some examples of personality assessments:

  • Myers-Briggs Type Indicator (MBTI): Identifies a candidate's preferences for four dimensions: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
  • StrengthsFinder: Identifies a candidate's top five strengths out of 34 possible themes.
  • DISC: Identifies a candidate's dominant style based on four factors: dominance/influence, steadiness/consistency, compliance/adjustment, and conscientiousness/trustworthiness.

Use reference checks: Reference checks provide feedback on a candidate's soft skills by contacting their current or former colleagues or managers. References can provide insights into how the candidate performs in different situations, how they interact with others, how they handle feedback or criticism, and how they demonstrate initiative or leadership. Specific questions about the candidate's soft skills or general questions about their work experience can be asked. Here are some examples of reference questions:

  • How would you describe your colleague's communication style?
  • How well does your colleague work in a team?
  • How does your colleague handle stress or pressure?
  • How does your colleague deal with conflict or disagreement?
  • How does your colleague approach new challenges or problems?


In conclusion, conducting effective technical interviews for software developers in South America is crucial for companies seeking to hire top talent in this region. By embracing diversity among interviewers and focusing on realistic questions, companies can establish a fair and inclusive evaluation process that accurately assesses candidates' skills and potential. Additionally, incorporating take-home assignments, cultural awareness, and technical assessments further enhances the evaluation process. It is important to prepare for each phase of the interview process and consider the unique challenges and considerations specific to South America. By following these strategies and approaches, companies can ensure that their technical interviews resonate with candidates and result in successful hiring decisions.

By approaching the interview process with an open mind and a willingness to learn from diverse perspectives and experiences, companies can create a positive and inclusive environment that attracts and retains top software development talent in the region.

If you want to have a local partner for recruiting to optimize your experience hiring software developers in this region, get more information here, or schedule a call with an expert.

Paula Tellez

BetterWay Devs Inbound Marketing Manager

Suggested Reading

Building a Nearshore Tech Team: IT Recruiting Insights for South America

Expanding Your Talent Pool: The Advantages of Overseas Remote Tech Recruiting

Best Tools for Technical Assessment of Software Developers

Finding the Right Fit: Top Providers for Background Checks on Developers in South America

How Software Developer Recruiters Can Help Build Your Candidate Funnel

Do you need to hire long-term remote software developers?

Get matched with great candidates
Recruiting is free


Free Ebook PDF


Why us?

Transparent  Fee

We charge a cost-effective monthly fee on top of the salary costs, you decide your fee
Learn More

Direct Relationships

Work directly with the developers, on the day-to-day work, and create the trust needed for great team work.
Let's Talk

Related post

View all posts

Find us on