The traits of high-performing software engineers: a comprehensive question bank

Recruiting top-tier software engineers requires a keen understanding of the skills, behaviours, and values that drive exceptional performance.

With insights drawn from over 300+ technical hires and requirements gathered from technical leadership at leading UK, US, and European scaleups, we’ve created a definitive resource for hiring managers and recruiters.

This question bank covers 12 essential traits that define high-performing engineers. Each trait is accompanied by definitions, tailored questions, interviewer insights, and answer guidelines to ensure a thorough evaluation process.

The 12 traits of high-performing software engineers

• Customer/stakeholder centricity ✨
• Solution orientation ✨
• Communication/collaboration ✨
• Kindness ✨
• Ownership & humility ✨
• Self-awareness/reflection ✨
• Curiosity/growth mindset ✨
• Business outcome focused ✨
• Working in fast-paced environment ✨
• Comfortable with ambiguity ✨
• Autonomous ✨
• Adaptable ✨

1. Customer/stakeholder centricity ✨

Definition: Consistently prioritising and addressing the needs, expectations, and experiences of customers or stakeholders in every decision and action.
Key question: Tell me about your most challenging customer/stakeholder.
What to look for:

• Positive signals: Candidates demonstrate empathy by viewing challenges through the customer’s perspective and focus on maintaining relationships.
• Warning signs: Candidates blame the stakeholder or exhibit frustration without reflecting on the broader relationship dynamics.

2. Solution orientation ✨

Definition: Actively seeking and implementing effective solutions to problems, focusing on overcoming challenges rather than dwelling on obstacles.
Key question: Could you tell me about a time you tried to fix or improve something, but it didn’t work?
What to look for:

• Positive signals: Problem-solvers show resilience and a willingness to adapt, often learning from failed attempts.
• Warning signs: A focus on failure without reflection or an overly vague narrative lacking accountability.

3. Communication/collaboration ✨

Definition: Effectively sharing information and working together with others to achieve common goals, fostering teamwork and ensuring clarity and alignment.
Key question: Tell me about a time you adapted your approach or communication style when working with a colleague.
What to look for:

• Positive signals: Candidates explain the underlying motivation for adapting their approach and emphasise teamwork and shared goals.
• Warning signs: Responses centre on self-preservation or lack depth about the collaborative process.

4. Kindness ✨

Definition: Treating others with respect, empathy, and consideration, fostering a positive and supportive environment through thoughtful and compassionate actions.
Key question: Can you recall an instance where your actions positively impacted someone else’s day?
What to look for:

• Positive signals: Stories that highlight empathy, initiative, and commitment to helping others, even at personal cost.
• Warning signs: Examples lacking depth or focusing solely on minimal effort.

5. Ownership & humility ✨

Definition: Taking full responsibility for one’s work and outcomes while valuing others’ contributions and staying open to feedback.
Key question: Could you tell me about a time you were working on a project that was behind on its targets?
What to look for:

• Positive signals: Candidates balance acknowledgment of issues with examples of accountability and lessons learned.
• Warning signs: Responses that deflect blame or overemphasise their personal role without reflecting on team dynamics.

6. Self-awareness/being reflective ✨

Definition: Understanding one’s strengths, weaknesses, and emotions, and regularly reflecting on experiences to grow and improve.
Key question: What was the most constructive bit of feedback you’ve been given in the last 6 months?
What to look for:

• Positive signals: Candidates connect the feedback to specific changes they implemented and articulate lessons learned.
• Warning signs: Vague or defensive responses lacking tangible follow-through.

7. Curiosity/passion for industry/growth mindset ✨

Definition: Actively seeking knowledge, staying enthusiastic about the industry, and embracing challenges as opportunities to learn and grow.
Key question: What’s the most recent book or article you’ve read/podcast you’ve listened to about [industry topic]? Do you have any questions for me?
What to look for:

• Positive signals: Candidates can name and discuss recent industry content, demonstrating intellectual curiosity.
• Warning signs: Responses indicating little engagement with industry developments or disinterest in deeper learning.

8. Business outcome focused/commitment to excellence ✨

Definition: Prioritising the impact on business results while striving for the highest quality and performance in every task.
Key question: What project are you most proud of?
What to look for:

• Positive signals: Candidates link their projects to measurable business outcomes, showing a clear focus on ROI and impact.
• Warning signs: Responses that focus solely on technical solutions without connecting to broader business objectives.

9. Working in a fast-paced environment ✨

Definition: Efficiently managing time, adapting quickly to changes, and maintaining high performance under pressure in a rapidly evolving setting.
Key question: What were the last 2 features or updates you shipped? What were you tasked with, who were you working with, and how long did they take?
What to look for:

• Positive signals: Clear examples of delivering within tight timelines while balancing collaboration and efficiency.
• Warning signs: Deliverables that don’t meet expectations or lack structured planning.

10. Comfort with ambiguity/adaptability ✨

Definition: Navigating uncertainty with confidence, making decisions with limited guidance, and thriving in environments where processes are flexible or not well-defined.
Key questions:

• What first principles guide your work?
• How do you prioritise tasks?
• What type of environment do you thrive in?
  What to look for:
• Positive signals: Candidates articulate decision-making frameworks and prioritise objectives based on impact.
• Warning signs: Responses indicating a preference for rigid structures and a lack of flexibility.

How to use this question bank

By combining these questions with tailored follow-ups, interviewers can delve into the specific traits that align with their team’s needs and company culture. Remember, it’s not just about technical acumen but also about how candidates approach challenges, collaborate with others, and drive results. Strong hires will consistently demonstrate self-awareness, curiosity, and a commitment to both individual and team growth.

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