Top interview questions to expect

1. Tell me about a time you had to source a candidate with a very specific skillset.
2. Describe your experience with applicant tracking systems (ATS).
3. How do you stay up-to-date with the latest technology trends relevant to recruiting?
4. Give me an example of a time you had to manage multiple hiring priorities.
5. Tell me about a time you had to deal with a difficult hiring manager.
6. Describe a situation where you had to sell a candidate on a role or company.
7. How do you measure success in your role as a Technical Recruiter?

Check the latest questions for this role:

Answering interview questions with STAR structure

The STAR method is a structured way to answer behavioral interview questions. It helps you provide clear, concise, and compelling examples that showcase your skills and experience. The acronym stands for: Situation, Task, Action, and Result.
Situation: Briefly describe the context of the situation. Where were you? What was your role? Task: What needed to be achieved? What challenge did you face? Actions: What specific steps did you take to address the challenge? Use the word “I” to focus on what you did, not just what “we” did. Results: What was the outcome of your actions? Quantify with numbers where it makes sense. It’s a good practice to finish by reflecting on what you learned.
Using this structure will ensure you provide all the necessary information for the interviewer to see the relevance of your experience, while staying on point and not rambling. Keeping to this structure can prevent you from getting lost in the details and helps the interviewer follow your story.

Sample answers to above interview questions

1. Tell me about a time you had to source a candidate with a very specific skillset.
Example Answer: “In my previous role at software company X, we needed to hire a Senior Machine Learning Engineer with extensive experience in natural language processing (NLP) who also had to be comfortable with Python on a cloud hosting service like AWS for a cutting-edge new project.
My task was to identify several candidates within two weeks for initial screening. My action was to first go onto boolean search strings over LinkedIn, then I went to niche online AI and machine learning communities to look for these experts, and then finally I looked for referrals within our current engineering team. After a week of screening applications, posting on LinkedIn, and attending a Machine Learning conference, I identified 3 candidates who I thought were a great fit for initial interviews.
The result was that we successfully interviewed all 3 candidates from whom we hired one, who is now a key contributor to the project and a great member of the team. This was a very specific skill set, and I learned that it is critical to quickly become informed of the skill you are sourcing, so that you can use the correct keywords and find the right pools of candidates.”
Why This Answer is Strong: The answer clearly lays out the Situation, Task, Actions, and Results. This method provides a clear story of how this type of obstacle was overcome. It also shows sourcing ingenuity, a deep understanding of recruiting, and an emphasis on results, all valuable strengths. The response includes metrics that convey an understanding of time management, such as “within two weeks,” and the number of qualified candidates selected. Lastly, reflection on lessons demonstrates growth.

2. Describe your experience with applicant tracking systems (ATS).
Example Answer: “Throughout my experience as a Technical Recruiter, I’ve worked extensively with several ATSs, including Greenhouse, Lever, and Workday. In my prior role at Y tech, I primarily used Greenhouse.
My task was to use greenhouse to streamline my entire recruiting process, improving both speed and data quality. My actions were to use our ATS to manage candidate profiles, track the status of each potential hire, organize interviews, and generate reports that would help me to identify bottlenecks in the process. I also did deep research into how to use its API to automate some of my own tasks. The results were that I was able to reduce the time to hire by 15% and improve our data consistency by 20% which would allow future reporting to be more reliable. This experience taught me the importance of using all the features of an ATS, which should really be thought of as a strategic tool.
Why This Answer is Strong: This answer is effective because it provides specific examples of the ATS tools used, along with quantifiable metrics that demonstrate experience and mastery. The response goes further than what is typical by mentioning data consistency and the use of the API, which showcases a technical understanding of the tool. It’s helpful here to be specific about your experience with the ATS and showcase how to leverage its functionality effectively.

3. How do you stay up-to-date with the latest technology trends relevant to recruiting?
Example Answer: “Technology is constantly changing, so staying up-to-date is a critical part of my work. In the last year I’ve started to work with Generative AI, so my goal was to incorporate AI tools into my daily work when relevant.
My task was to stay abreast of trends by identifying which sources were most valuable. My action has been to subscribe to tech blogs such as TechCrunch and specialized recruiting publications like ERE Media. I also regularly attend webinars and online courses about new technologies. Most importantly, I schedule weekly time to deep dive and test new tools. For example, I recently learned how to use generative AI to write better job descriptions which improved the time to fill time.
The result is that I am able to more effectively communicate with candidates and hiring managers, and I am able to use cutting edge tools to improve my day to day work. Regularly updating my knowledge enables me to source more effectively, speak with some knowledge about roles, and understand the technical skill requirements. This weekly practice helps me to futureproof my career.”
Why This Answer is Strong: This answer highlights the importance of continuous learning and professional development as a modern recruiter. By mentioning specific sources and actions (like subscribing to blogs and attending webinars), it shows an active and methodical approach to remaining current on industry best practices. It also highlights experimentation to validate claims and be able to talk about them more deeply. The response also demonstrates the link between this understanding and the ability to perform at a higher level, with clear reasoning.

4. Give me an example of a time you had to manage multiple hiring priorities.
Example Answer: “At an early stage growth startup I was recruiting multiple roles, many at once across software, DevOps, and product. This was particularly challenging because this all had to happen at the same time as the company’s first Series A.
My task was to ensure all roles would be filled as quickly and efficiently as possible. Action-wise, I developed a prioritized list alongside hiring managers for the roles with the greatest strategic importance to the company. I used project management software to track progress, implemented weekly check-ins with each hiring manager, and streamlined the interview process to reduce candidate wait times. The result was that I successfully filled 8 open positions within the quarter. I did learn that consistent communication and regular review of priorities are critical.”
Why This Answer is Strong: This answer shows the ability to prioritize and manage multiple demands in high-pressure situations. It demonstrates excellent organizational skills by using tools and processes. This is crucial for recruiters who need to handle multiple requisites simultaneously. This method clearly outlines the approach taken in response to the challenge.

5. Tell me about a time you had to deal with a difficult hiring manager.
Example Answer:”In a previous project, I was collaborating with a hiring manager who had very specific expectations that were unrealistic within our budget, including their belief that candidates who were not from top universities were of lower value.
My task was to manage this disagreement, and work to find a solution that was mutually agreeable. My action was to first listen carefully during our one on one meetings to understand where these expectations were coming from and the real business case being made, and then I went to work to educate him on the current candidate landscape. I showed him labor market data showcasing that the candidates he wanted were actually not available within his desired salary band and showed him case studies of amazing candidates from less prestigious schools doing great work. The results of my work were that we agreed on a middle ground salary and an acceptance that our next hire might come from another school. This was a lesson in understanding the business case behind requests and how using data can help align and calibrate expectations.”
Why This Answer is Strong: This answer effectively outlines a challenging situation, describes what you did to approach it, and what happened as a result. Importantly, it highlights your ability to resolve complex situations through discussion and research. Showing that you value open communication and can solve conflicts is highly regarded among employers. This specific situation also shows respect for data and the importance of finding solutions that meet the reality of the market.

6. Describe a situation where you had to sell a candidate on a role or company.
Example Answer: “I was trying to recruit a highly sought-after software architect. They were receiving multiple competing offers, and were lukewarm about mine at another startup.
My task was to present the role as a compelling opportunity for this candidate. My action involved doing some research into their background and prior work, and I focused my conversation on the things most important to them: the impact they could have, technical challenges of our role, the growth potential the company offered, and how our company culture was unique. I connected them one-on-one with our CTO for a deeply technical conversation and a personal touch. Ultimately we were able to bring this amazing candidate to join our team. They would eventually be promoted and helped grow the department. This success taught me the importance of really understanding what motivates each unique person.”
Why This Answer is Strong: The response details what you did to learn about a candidate’s motivations before developing a personalized pitch. This highlights sales and persuasion skills, which are highly valued in recruitment. It also shows how you took extra steps (such as connecting the candidate to the CTO). The answer also shows attention the candidate’s future, which is the type of care that can lead to more retention.

7. How do you measure success in your role as a Technical Recruiter?
Example Answer: “I define success in my role through various metrics. In my last role, I knew the talent acquisition team wanted a faster time to hire, improved quality of hire, and a reduction in cost per hire.
My action was to track these in our ATS to keep a close eye on the data and make adjustments when certain initiatives were not working. Specifically, I set goals for each quarter, tracked my progress, and made adjustments as needed. I use data to identify areas for improvement in my process and work to stay abreast of industry standards, using these insights to guide my recruiting strategy. My own results were that each quarter I improved my metrics. As a very specific example, our hiring costs and time to hire were reduced every month. What I learned is that recruiting is a constant process of finding new ways to improve.”
Why This Answer is Strong: This response effectively addresses the question by naming specific, measurable metrics (time to hire, quality of hire, cost per hire). Using these metrics illustrates the recruiter’s understanding of key performance indicators and how to measure real progress towards them. It emphasizes the importance of quantifiable goals and how such goals are tracked using tools. It shows that the recruiter is not just executing tasks but also ensuring that there is a visible impact on business results.