Honest Hiring: The Truth About Technical Interviews and Developer Integrity

At Valletta.Software, recruitment is more than just scanning resumes or checking LinkedIn profiles. We conduct hundreds of interviews every month, digging deep into each candidate’s skills, mindset, and real-world problem-solving abilities. Our process is designed to catch not just surface-level fit but also the true potential and integrity of the candidate. We combine live coding, technical discussions, and soft skills evaluation.

During live coding sessions, candidates share their screen so we can see how they approach problems, write code, and communicate their thought process. This method helps us avoid surprises later in the project and ensures that the developers we recommend are truly capable and reliable. Our recruiters also use session recording so we can review interviews later if any concerns arise. This helps us identify patterns or repeated attempts to use unauthorized assistance. We also cross-check candidates’ responses with their coding outputs and past experience to spot discrepancies.

Recently, during one such interview, our tech lead noticed something unusual. The candidate shared their full screen, and a strange app was running in the background. Curious, we looked closer and discovered the app, which claims to be “an invisible desktop application” that aids candidates during interviews. This was definitely something unexpected for us. We will not share the name of the tool because we disapprove of this approach to interviews and do not want to give the platform popularity.

But when we spot something unusual during a chat, like hidden tools or suspicious behavior, we don’t jump to conclusions or ban candidates right away. Instead, we have a clear process to investigate and clarify. 

First, we ask candidates open and honest questions about the tool or software we noticed. Sometimes people use aids to feel more confident, especially if they’re nervous or under pressure. We want to understand their reasoning and explain our expectations clearly.

Second, we remind candidates that transparency and integrity are critical for us. Our clients expect reliable professionals who can solve problems independently and communicate openly. Using “invisible” help tools can be a big red flag because it undermines trust and the value of technical assessment.

Third, if the candidate is willing to cooperate and show their genuine skills, we may continue the process but with stricter supervision, additional technical tests, or reference checks. If they refuse or try to hide, we politely end the interview and move on. By handling these cases like this, we keep the quality of our recommendations high. This is crucial because quality recruiting means quality staffing. And staffing is what we specialize in.

Key takeaways for SaaS startups and companies hiring developers:

We actively monitor for unauthorized tools during technical interviews and react immediately if something suspicious shows up. We don’t rely on gut feeling, we have a clear system for identifying red flags, verifying intent, and making sure only trustworthy candidates pass through. This keeps the quality of our staffing high and the risk for our clients low.

Trying to recruit and screen developers on your own, especially for fast-growing SaaS products, costs time, money, and momentum. We’ve already built a system that works: structured interviews, technical reviews, live coding, and soft skill checks. Our approach saves you money in the long run and gives you peace of mind that the people you hire are actually the right fit.

At Valletta.Software, we understand the SaaS space, the tech stack, and the culture fit needed for success. That means you get candidates who not only have the right skills but also align with your company’s goals and values, setting your project up for long-term success.