Hiring Software Engineers for Startups in the AI Era: Here’s How I Hire in 2025

A practical hiring process for startups that need engineers who can ship.

Photo By Zhi Sun (Ashland, Oregon)

• Do you still ask leetcode questions when hiring?
• Do you wonder if AI should change how we evaluate engineers?
• Do you want people who can actually build — fast and independently?

Tools like Cursor, GitHub Copilot, and Windsurf have completely changed how engineers write code. What used to take hours can now be done in minutes. But instead of making engineers obsolete, AI has raised the bar.

The old way of interviewing — whiteboard questions, leetcode drills, trick algorithms — feels outdated. As a founder, I don’t care if you can write a Promise from scratch. I care if you can bring an idea to life in 24 hours and ship something useful.

I’ve interviewed hundreds of engineers at both big companies and small startups, and I’ve been on the other side of the table, too. Recently, I helped my own startup and a few friends’ teams hire engineers who turned out to be great builders.

In this post, I’ll walk you through how I interview engineers in the AI era. It’s a fast, lightweight process built for fast moving companies. It’s not perfect, but it’s worked well for me — and I hope it gives you some insights on what fast paces startup hiring looks like now.

Now let’s get started!

✦ Why Hiring is Different Now

AI tools haven’t just changed how we code — they’ve changed what we should look for in engineers.

Today, writing code isn’t the hard part. AI can scaffold entire components, fix bugs, and suggest solutions faster than ever. The real challenge is knowing what to build, how to shape it, and how to ship it quickly.

The best engineers today don’t just write good code — they:

• Think like product owners.
• Use AI tools effectively.
• Move fast with clarity and autonomy.

But most interviews haven’t caught up. Tools like FinalRoundAI let candidates use AI to ace coding challenges — because the questions haven’t evolved. It’s not cheating, it’s a signal: hiring hasn’t adapted. And when everyone can score 100, it’s the problem that needs to change.

As a founder, your biggest asset is speed. You need builders — people who can use AI to 10x their output and still make smart decisions.

That’s why your hiring process needs to change, too.

✦ Before You Hire: Define What You Actually Need

Before jumping into interviews, take a step back. What kind of engineer does your team really need right now?

Not every great engineer is great for your stage. A fast-moving early-stage startup has different needs than a big company — or even a post-Series A startup.

You’re not just hiring talent; you’re assembling a team that can build and win together.

Think in types — not just skill levels or working years:

1. The Coding Machine: High-output builder. Fast, independent, loves solving problems.

• Best for: teams that already have product clarity and need to ship fast.
• Downside: might not question the “why,” and may need direction.
• Example: You already have specs — this person will turn them into a working product by the weekend.

2. The Product-Minded Engineer: Thinks like a founder. Cares about the user. Asks “why” and shapes features.

• Best for: early-stage teams figuring out the product or iterating fast.
• Downside: may move slower than a coding machine; can overthink.
• Example: You’re still exploring product-market fit — this person will help you get there faster.

3. The Reliable Average: Stable, gets things done. Not flashy, but dependable.

• Best for: later-stage teams with clear systems and ongoing maintenance work.
• Downside: may struggle in fast-changing, high-ambiguity environments.
• Example: You need someone to keep the backend running or maintain a mature codebase.

4. The Scrappy Beginner: Not very experienced, but with guidance (and AI), can still deliver.

• Best for: tasks with low risk or when paired with a stronger lead.
• Downside: needs mentorship and strong review processes.
• Example: You have small features or cleanup tasks that a junior dev can knock out using AI tools.

There’s no universal “best” engineer — just the best fit for what you need right now.

Be honest about your expectations:

• Do you want someone who can go from idea → prototype → live feature in 48 hours?
• Or do you need someone who’ll bring stability, documentation, and polish?

✦ Write a JD People Actually Want to Respond To

A lot of early-stage job descriptions read like they were copied from a big company HR handbook. Don’t do that.

Your JD is your pitch. It’s the first impression someone gets of your team and your vision. At this stage, you’re not selling a job — you’re inviting someone to build something with you.

Here’s what matters in a great early-stage JD:

• What you’re building — Make it interesting. What’s the real problem? Why now?
• Why it’s exciting — Fast growth, good funding, clear path to impact.
• Who they’ll work with — If your team is strong, highlight it. People want to work with people they can learn from.
• How you work — Remote? Async? Do you ship fast? Make that clear.
• What you actually need — Be honest about the stack, the skills, and how much ambiguity there is.

Keep it human. Don’t write like a company. Write like a founder.

✦ Post and Share your JD Everywhere

Post in and Share to:

• Your personal network (friends, ex-colleagues, Twitter/LinkedIn)
• Engineering communities and Slack groups
• Startup forums and early-stage hiring boards
• Ask friends/founders/investors to repost it for you

A warm intro still beats cold outreach. If someone’s even slightly interested, offer to hop on a quick call. You’re not just vetting them — they’re vetting you too.

✦ Screening: Filter Fast, Not Perfect

At early stage, you don’t need a perfect process — you need a fast and effective one.

A few principles I follow:

• It’s okay to be biased.
  You’re not building the most “fair” hiring pipeline in the world — you’re building a team that can ship. Look for people you’d want to work with, who fit your working style, and who raise the bar for your team.
• Resumes matter less now.
  AI-generated resumes are everywhere. Use them to get a rough sense, but don’t over-index. A solid GitHub, personal project, or even a thoughtful reply can often tell you more.
• Start with a short call.
  No homework, no prep. Just a quick 15-30 minute vibe check. This saves everyone time and helps avoid the trap of over-engineering the process too early.

✦ The First Interview (15-30 minutes): Energy + Motivation Check

This isn’t about technical skills yet. It’s about the person.

I use this interview to answer one main question:
Would I want to build something with this person?

Here’s what I typically cover:

• Life/career decisions — What have they chosen to work on, and why?
• Motivation — What drives them? Are they curious? Hungry? Looking for a challenge?
• AI mindset — Are they excited by AI? Using it already? Skeptical? This is a great signal of how they’ll adapt.
• Communication — Are they clear? Open? Do they listen?

I also give a quick intro to the company, what we’re building, how we work, and why this role matters. It sets the tone for what comes next.

Usually, I know by the last 5 minutes if I want to move forward. And that’s okay — trust your gut here. You’re hiring a teammate, not just filling a role.

✦ The Take-Home Assignment: Real Work, Real Signal

If the first interview goes well, I send a take-home assignment. It’s simple, async, and surprisingly high-signal.

The rules:

• Must use AI tools like Cursor
• 24-hour window — but they can choose when to start.
• Deliverables: A GitHub repo with their code; A public accessible url link to the finished homework (code deployed); A short video (under 5 minutes) walking through what they built

I like to base the assignment on a real problem from our product — ideally something self-contained, but meaningful. This makes the task more engaging and also gives them a taste of the kind of work we do.

Why this works:

• It shows if they can work independently
• You can see their definition of “done”
• You get a feel for their code, clarity, and communication
• You can tell if they’re using AI tools effectively (and how)

Even in the AI era, output varies a lot. Some candidates turn in magic. Some struggle. This step gives you a much clearer picture than a live leetcode round ever could.

✦ Second Interview: Review, Collaborate, Extend

If the take-home is solid, I’ll schedule a longer second interview — usually 60 minutes. This one’s about depth, thinking, and how they work with you live. It can be conducted by a different person (CTO) or still you.

What it looks like:

1. Short intro (5 mins)
Set the tone: casual, collaborative. Let them know this isn’t a test — it’s a chance to work together.

2. Review the take-home (10–15 mins)
Ask them to walk through what they built. Most candidates are proud of their work and happy to explain. I look for:

• Thought process
• Tradeoffs they made
• Anything they would improve with more time
• What tools (AI or otherwise) they used

3. Live extension (20–30 mins)
Ask them to add a small feature or tweak something in the same repo. It should be scoped and practical — not tricky. You’re not testing syntax, you’re seeing how they:

• Navigate code
• Think in real time
• Communicate while building
• Ask clarifying questions or make assumptions

4. Optional: system design or performance Q (5–10 mins)
If relevant to your product, ask a lightweight system design or perf question. Not a whiteboard session — just get a feel for how they think at a higher level.

What you’re really looking for:

• Can they explain their work clearly?
• Are they calm and thoughtful under light pressure?
• Can they collaborate in a real-world way?
• Do you want to work with them again tomorrow?

After this step, we should get a good sense of the candidate.

✦ Optional Final Steps: Get More Signal If You Need It

If you’re still on the fence — or just want more confidence — it’s totally fine to add one or two lightweight steps. These are especially helpful when hiring someone who might work closely with other parts of the team.

👥 Chat with Cross-Functional Teammates

If the role involves working with PMs, designers, or other functions, let them have a quick chat. Nothing formal — just a vibe check. You’re looking for:

• Communication style
• Curiosity and collaboration
• How they talk about product and users

A second (or third) perspective helps catch things you might miss.

☕ Optional In-Person (or Virtual Coffee)

If you’re hiring for a long-term or critical role, I highly recommend meeting in person. It’s especially useful for:

• Senior or founding engineers
• Remote team members you’ve never met in real time
• People you might spend a lot of time building with

This isn’t about vetting — it’s about chemistry. Can you imagine working side-by-side during crunch time? Can you trust them with a vague, high-impact task?

✦ Make the Offer: Move Fast, Be Clear

If you’re sure about someone — make the offer immediately.

Good candidates move fast. They get offers. I’ve found that giving an offer right after the final interview leads to the highest acceptance rate. It shows confidence. It makes the candidate feel seen and valued. It also reflects how you work as a company: clear, direct, not afraid to act.

Of course, it’s also fine to wait until you’ve compared a few candidates — but once you know, don’t sit on it.

And always give them space to decide. No pressure. The best offers are strong and respectful:

“Take a day or two to think about it. Happy to answer any questions anytime.”

You want people to join with excitement — not because they felt rushed.

✦ Conclusion

Thank you for reading this far! As I write this post down, I found there are much more to talk about in each step. But I didn’t want to make this post too long.

One thing I didn’t cover in this post is money — but compensation is important. Especially in early-stage teams, equity, salary, and clarity around tradeoffs all matter. I’ll share more thoughts on how to structure offers at a startup in a future post.

Hiring takes patience. You’ll meet a lot of people who aren’t a fit — but when you find the right one, it’s so worth it.

If this post helped you, or you have thoughts on how you’re hiring differently in this new era, I’d love to hear from you. Thank you for reading! 😀