Can they narrow down a failure?
Look for reproduction, a testable hypothesis, a focused change and a check that the problem is resolved.
Ask: “What evidence ruled out your first explanation?”
THE DOEVIO HIRING FIELD GUIDE
See the work. Ask better questions.
A work sample gives you something concrete to discuss. Start with the work your team needs, watch how a candidate approaches a comparable task, and use the result to plan a conversation. A recording alone cannot establish identity, authorship or future job performance.
1. Describe the work you need done
Replace a broad wish such as “a fast programmer” with a concrete responsibility: diagnosing failed API requests, adding an accessible React form, or explaining a slow database query. Search Doevio by a task, role or technology, and distinguish a candidate’s declared skills from tasks in their published portfolio.
All existing roles remain available. If a useful scenario is missing, suggest a fictional task for review. Avoid proprietary code, customer data and unpaid production assignments.
2. Look for decisions and checks
Review the task context and available outcome before judging the work. Use these prompts as interview preparation, not an automatic scoring formula.
Does the result address the brief?
Look for clear assumptions, useful boundaries, readable changes and an explanation of unfinished work.
Ask: “What would you change before shipping this?”
What do the checks actually prove?
Distinguish running existing tests from adding a relevant failure case. Notice edge cases and limitations.
Ask: “Which important behavior is still untested?”
Publication approval concerns sharing suitability. A technical assessment, when provided and shared by the candidate, is separate and tied to a task version. An unassessed sample is not a failed task.
3. Understand how tools contributed
AI assistance can be part of legitimate work when the task permits it. Ask what the candidate delegated, what they changed, and how they checked the output. A list of tools is a declaration, not automatic verification of every action.
For cloud, private-network and local models, ask how confidential context was protected. “Offline” is not proof of security: device protection, tool permissions, telemetry and network settings still matter. Read our responsible AI guide.
4. Keep timing in context
Recording duration is the length of the media. It can exclude preparation, prior attempts, pauses and work outside the captured window. Do not use it as a leaderboard or a direct measure of productivity. Compare task scope and quality, and discuss working conditions and accommodations directly with the candidate.
5. Turn observations into a conversation
Save promising profiles, obtain authorized access, and note a few specific moments to discuss. Ask the candidate to explain a choice, consider an alternative and describe what they would do next. Reusable work can inform initial discovery or a later interview round.
Request a meeting through Doevio. The candidate chooses whether to accept. Respect their sharing boundaries; private recordings are not permission to publish clips, redistribute work or train models.
What’s available today
Role tasks, candidate-controlled recordings, publication review, saved talent, authorized portfolio access and meeting requests are part of Doevio’s current workflow. Hosted developer computers, automatic AI highlights and independently verified productivity scores are not offered here. Public demo clips may be illustrative; check their labels.