5 Red Flags to Watch for When Hiring Developers

Mar 9

3 min read

Hiring developers can be tricky — especially when candidates look good on paper but might not be the right fit. With demand for tech talent at an all-time high, it’s tempting to rush the process. But ignoring early warning signs can lead to costly mis-hires.

According to CareerBuilder, 74% of employers admit to hiring the wrong person at least once, and the average cost of a bad hire is nearly $15,000.

Here are 5 key red flags to watch for when hiring developers — and what to do if you spot them.

1. Vague or Generic Answers About Past Projects

👉 What to watch for:When asked about previous work, the candidate gives surface-level answers, avoids specifics, or can’t explain their role in a project.

Example of a vague answer:"I worked on a big web application, and we used React."

What you want to hear instead:Detailed breakdown of what they built, challenges they faced, and how they solved problems.

💡 Tip: Ask follow-up questions:

"What was your specific contribution?"
"What challenges did you face and how did you solve them?"

👉 Red flag rating: 🚩 🚩 🚩 (Serious concern)

2. Overemphasis on Salary Without Role Interest

👉 What to watch for:If the candidate only focuses on salary, benefits, and remote work without showing real curiosity about the role, team, or product — that's a bad sign.

According to Stack Overflow (2023), while 63% of developers prioritize salary, growth opportunities and work content matter too.

⚠️ It's totally normal for candidates to care about pay — but if that's the only thing they care about, they may not be invested long-term.

💡 Tip: Ask:

"What excites you about this role?"
"What kind of projects do you want to work on?"

👉 Red flag rating: 🚩 🚩 (Potential concern — dig deeper)

3. Poor Communication Skills

👉 What to watch for:Developers don’t need to be public speakers, but clear communication is key — especially for remote and collaborative teams.

If candidates struggle to explain technical concepts, or if their written responses (e.g., coding challenge submissions) are disorganized, this could be a problem in team environments.

📊 GitLab’s Remote Work Report (2023) shows 73% of remote developers say clear written and verbal communication is essential for success.

💡 Tip: During technical assessments, ask them to walk you through their code and thought process.

👉 Red flag rating: 🚩 🚩 (Moderate concern — may depend on role/team)

4. Unrealistic Skills or Overconfidence Without Proof

👉 What to watch for:Candidates who claim to "know everything" but can’t back it up with real-world examples or get defensive when asked for details.

Example:"Yeah, I’m an expert in AI, blockchain, cybersecurity, and backend development."

❗ Warning: Tech is vast — real experts usually admit what they don’t know and are open to learning.

💡 Tip: Test through practical coding assessments and ask situational questions like:

"Tell me about a time you had to learn a new technology on the job."

👉 Red flag rating: 🚩 🚩 🚩 (High concern — watch out!)

5. Reluctance to Collaborate or Work in Teams

👉 What to watch for:Software development is teamwork — even if remote. If a candidate insists they "prefer working alone," or seems dismissive of collaboration, that's a potential culture clash.

📊 According to GitHub's Octoverse Report (2023), 82% of successful open-source and enterprise projects are driven by collaboration and code reviews.

💡 Tip: Ask:

"Tell me about a time you worked on a team project. What was your role?"
"How do you handle code reviews or feedback?"

👉 Red flag rating: 🚩 🚩 (Depends on role — but usually an issue)

✅ Bonus: What to Do If You Spot a Red Flag

Dig deeper: Ask more detailed questions — sometimes nerves can cause vague answers.
Consider coaching: Some issues (like communication) can be improved — others (like overconfidence or poor attitude) are harder to fix.
Trust your gut, but verify: Use assessments and reference checks to confirm your impressions.

Final Thoughts: Hiring Smart to Avoid Costly Mistakes

Spotting these red flags early will save you time, money, and team frustration. Look for candidates who not only have the skills but are clear communicators, good collaborators, and eager to grow.

Want help finding and vetting great developers? ByteBridge Recruitment connects you with pre-screened, top-tier IT talent — so you can focus on growing your business.