In software engineering, a bad hire costs far more than a salary. One underperforming engineer can introduce bugs, delay launches, and disrupt team morale.
For technology leaders, the right question isn’t just how to hire engineers. It’s how to consistently hire the right ones — especially in a remote setting, where traditional signals are harder to read.
This article outlines Howdy.com’s approach to remote engineer vetting. It’s a multi-step, human-led process designed to go deeper than resumes or coding quizzes. It’s also the reason we can confidently introduce companies to the top 1% of engineering talent in Latin America.
Why resumes and automated tests are not enough
Modern hiring tools promise to simplify recruiting. But resume filters and coding tests can’t measure the real-world capabilities that matter most.
Resumes are marketing documents. They show what a candidate says they’ve done — not what they can actually do. It’s easy to list “Kubernetes” as a skill. It’s harder to explain a live production deployment during an interview.
Automated tests assess theory, not practice. Standardized challenges may test data structure knowledge but fail to evaluate code clarity, collaboration, or decision-making in ambiguous technical situations.
Relying on these tools alone rewards candidates who are good at taking tests, not necessarily those who are good at building software.
The human firewall: a multi-layered vetting protocol
The only way to consistently hire great engineers is to assess them from multiple angles. At Howdy.com, we’ve built a four-stage system that filters out 99% of applicants.
Initial screening
- Identity and background verification
- Checks for basic communication, professionalism, and authenticity
- Ensures English fluency and remote-readiness
Technical assessment
- Live coding interview with Howdy’s senior engineers
- Focuses on hands-on problem-solving, not rote memorization
- Evaluates clarity, correctness, and real-time decision-making
Soft skills and cultural fit
- Structured behavioral interview
- Gauges communication, ownership, and collaboration mindset
- Designed to identify team contributors, not solo performers
Final checks
- Portfolio review and reference calls with former managers
Verifies past accomplishments, teamwork history, and consistency