This is the scorecard for the candidate's interviews. Select the relevant interview stage, enter the interview date, and input your notes against each question.
Please add a summary at the bottom of the scorecard. You must also choose one of the 4 recommendations before you can submit the scorecard.
You can save and come back to this at any time. When you've finished, click “Submit & Lock Scorecard”. This will submit the scorecard to the People Team for review.
1. Tell me about a time when you had to make a complex technical decision without all the information you would have liked. How did you approach it, and what was the outcome?
Look for structured thinking, ability to work with ambiguity, consultation with stakeholders, and learning from outcomes. This explores our behaviour of keeping things simple whilst being performance-driven.
2. Describe a situation where you had to influence senior stakeholders or other technical teams to adopt a particular technical approach or architecture decision. How did you build that consensus?
Listen for clear communication skills, ability to articulate technical concepts to non-technical audiences, and collaborative approach. This reflects our behaviour of using plain English and playing to each other's strengths.
3. Can you walk me through how you would approach building and developing a high-performing technical team, particularly when inheriting team members with varying skill levels?
Assess their leadership philosophy, approach to talent development, and ability to create psychological safety. Look for alignment with our demanding yet kind culture and team-first mentality.
4. Tell me about a time when you had to deliver a critical technical project under significant time pressure. How did you ensure quality whilst maintaining pace?
Evaluate their ability to balance speed with quality, prioritisation skills, and how they manage team wellbeing under pressure. This directly relates to our behaviour of doing what we say at pace whilst being performance-driven but kind.
5. Describe a situation where you identified a significant technical debt or architectural issue. How did you approach getting buy-in for addressing it, and what was your strategy for implementation?
Look for strategic thinking, ability to articulate business impact of technical decisions, and pragmatic approach to change management. This tests their ability to be self-aware and play to strengths.
6. How would you handle a situation where a team member consistently delivers work that meets basic requirements but lacks the innovation or quality you expect from the team?
Assess their coaching abilities, emotional intelligence, and approach to difficult conversations. Listen for balance between being demanding and kind, and commitment to helping team members succeed.
7. Where do you see technology trends heading in our industry over the next 2-3 years, and how would you prepare a technical team to stay ahead of these changes?
Evaluate their strategic vision, continuous learning mindset, and ability to translate industry trends into actionable team development plans. Look for thought leadership and forward-thinking approach.
8. Tell me about a time when you had to make a decision that wasn't popular with your team but was necessary for the business or technical direction. How did you handle it?
Look for leadership courage, ability to communicate difficult decisions clearly, and skills in managing team morale through change. This tests alignment with our performance-driven yet supportive culture.
9. How do you typically approach working with cross-functional teams, particularly when technical and business priorities seem to conflict?
Assess their collaborative skills, ability to find win-win solutions, and commercial awareness. Listen for examples of building bridges between different functions whilst maintaining technical integrity.
10. What questions do you have about the role, the team, or Boden as a company?
Strong candidates should have thoughtful questions about team structure, technical challenges, growth opportunities, or company culture. This shows genuine interest and preparation.