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# 7 Tips to Interview No Code Developer?

Posted on August 6, 2022 August 6, 2022 by Christopher R

Do you want to hire a no-code developer but are unsure how to interview the candidate like a boss? This blog discusses 7 essential tips for no-code developer job interviews. So, let’s start:

# 1. Check their portfolio

If you’re looking for a developer, check their portfolio. You want to see how they’ve done in the past and what kind of work they do.

A good developer should be able to show you a website or app they’ve built and explain how it works and what makes it successful. They should also be able to explain how they did things technically—what they did, how they handled security issues, etc. For example, if you’re looking to hire best webflow developer, he or she should be able to explain the technical aspects of the webflow.

In case you do not have the time to browse their entire portfolio (and we don’t blame you), ask them about one project that stood out in particular. This will help you determine if they can explain technical details clearly and concisely.

# 2. Get them to talk about their workflow

Keep in mind the best developers know that there’s no right way to do things. They’re willing to talk about their processes and techniques and flexible enough to adapt when necessary. Ask them about their workflow — what tools do they use? How does version control work in their environment? What is their preferred style of communication? How do they build teams? To hire best remote develope r, it’s extremely important to know their workflow — since you won’t be seeing them every day.

# 3. Ask about their debugging process

The best way to determine a candidate’s skill set is to ask them what they do when they run into bugs. This will give you a clear idea of their approach to problems and if they have the right attitude for debugging. Also, ask candidates if they’ve ever had to debug someone else’s code. If they say no, that’s a red flag. If they nod yes, ask them how they did it and what tools they used. Ask questions like:

- What kind of issues/problems have you run into?
- What did you do when those issues popped up?
- How long did it take?

# 4. Pick a specific task to see how they solve it

A great way to see if someone is a good fit for your company is to give them a test project. It is pretty simple - asking them to build something from scratch or something more complex like creating an application from scratch with no instructions given (just some guidelines).

If you have time, give them multiple tasks so you can see how they handle multiple projects at once and how quickly they think on their feet. If you don’t have time for this, take some time after the interview to see if there is anything else you can do with the candidate to get an idea of how they work under pressure and in different environments (e.g., ask them what they would do if they were given a different task).

# 5. Ask about what they would improve about the platform if they could

If you’re a hiring manager, you’re probably tired of hearing developers talk about how much they love your platform. It’s not what you want to hear—you want someone who will tell you how they’d improve it if they could.

This is a very tricky question because it requires the candidate to think on their feet and come up with an answer quickly. But if they can do that, they’ll be well equipped to offer feedback on what needs to change in their projects when they get on board.

# 6. See how they think about the future of no-code development

You’ll want someone excited about where this technology is headed and how it will impact your business. Ask them about how they think the industry will change over time. You’ll want someone excited about where this technology is headed and how it will impact your business. Ask them about how they think the industry will change over time.

# 7. Ask them how they would architect a solution in No-code

A good developer should be able to explain their thought process and point out things like scalability, security, and other important aspects of the project. Sometimes candidates don’t understand exactly what you mean by “architectural thinking,” so it might be helpful if you give them an example or show them some examples of good architectural thinking.

# Conclusion: Hiring someone is hard. Be sure that they’re a good fit for you before you hire them.

Once you’ve settled on a short list of candidates, the next step is to make contact and schedule an interview. Of course, your job isn’t done once they walk through the door; that’s when things can get even trickier. Regardless, remember that at this point, it’s just as important to hire for attitude as it is for technical skills. Your goal should be to find someone who fits into your team well and will provide a boost to productivity and morale once they join—someone with whom your other developers will be able to work seamlessly.

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