The Tech Interview Behind the Scenes: Kristyan Velkov

The Tech Interview Behind the Scenes is a new series by HRLabs. Let’s take a look behind the scenes of the technical interview process from the interviewers' perspective. The goal of the series is to provide candidates with valuable advice and recommendations directly from professionals conducting interviews for various technical roles.

"Don’t worry if you don’t know the answer to a question – it’s much better to admit that you’re unfamiliar with something rather than try to improvise and risk giving an incorrect answer," shares Kristian Velkov, the first guest in the series.

Tell us more about your career path.

I've been passionate about computers and technology from a young age, but despite that, I chose to study law, believing it would provide me with broad future opportunities.

Despite my interest in legal studies, by the second year of university, I realized my passion for computers and programming hadn't faded. That’s when I decided to start engaging in programming and technology outside of my studies. Over time, I realized my true calling was in the world of computers, so I focused entirely on what I love to do – creating, programming, and advancing in the tech field.

Now, with over 10 years of programming experience, I've established myself as an expert in front-end development, specializing in technologies such as React.js, Angular, Vue.js, and Next.js. I hold over 100 IT certifications that reflect my continuous improvement and commitment to professional growth. In addition, I regularly share my knowledge through blog posts on Medium.com on various IT topics and actively participate as a speaker at different IT events.

In my career, I've conducted over 300 technical interviews, and in recent years, I've held managerial positions, successfully leading teams and international projects. Despite my managerial responsibilities, I continue to code and engage in what I truly love – creating and participating in the development of innovative tech solutions.

My role as a mentor and speaker is also significant to me, as it allows me to inspire and support other professionals in their growth.

I believe that successful leadership is not only about managing but also about sharing knowledge and passion with others.

As a candidate, have you had any strange interviews? What about ones that impressed you?

Yes, I've had a few unusual interviews that left a lasting impression. One of the strangest experiences was when I applied for a position in a front-end team at a small startup. I expected the questions to be related to front-end technologies and projects, but instead, the interviewers decided to ask me logical puzzles, which are usually associated with interviews at big tech companies like Google.

It seemed the interviewers didn’t have enough experience or understanding of the role I was applying for, so they tried to "refine" the process with irrelevant questions. Although the puzzles were interesting, they didn’t give me a clear picture of the job I would actually be doing at the company.

This experience was confusing but also enlightening, as it showed me how important it is for interviewers to understand the role and the needs of the team they are hiring for.

On the other hand, one of the most impressive interviews I attended was at a company that highly values innovation and people. The interview was conducted in several stages, each designed to test different aspects of my technical and managerial skills and personality. One stage included a real simulation of a project I would be working on if hired, as well as managing people and making decisions under stress. This approach not only gave me clarity on what the job would be like but also made me feel part of the team before even being hired.

These experiences have shown me how diverse the interview process can be and how each approach reveals something new about both the company and the candidate.

What skills and qualities do you primarily look for in a candidate? How can a candidate stand out in an interview?

I look for candidates with well-developed technical skills relevant to the position.

Besides that, I value problem-solving abilities and a willingness to keep learning. It’s also important for the candidate to have strong communication skills, be a team player, and show proactivity. To stand out in the interview, a candidate should demonstrate not only their technical competencies but also how they fit into the team and company culture.

What kind of questions do you usually ask in technical interviews? Are there specific tasks or problems you frequently use to evaluate candidates?

In technical interviews, I usually ask questions that assess both the candidate's theoretical knowledge and their practical problem-solving skills. I don’t rely on the same tasks or problems for all candidates. Instead, I tailor the questions and tasks according to the candidate's profile, considering their experience, skills, and the specific requirements of the position. This allows me to get a clearer picture of the candidate’s strengths and how they would fit into the needs of the team and the project.

How important are good communication skills for a candidate? How do they affect the overall interview?

Good communication skills are essential for a candidate's success during the interview and significantly impact the final impression. They allow the candidate to clearly and convincingly express their thoughts, ideas, and solutions, which is particularly important when discussing complex technical concepts.

The ability to communicate effectively shows that the candidate can work well in a team, adapt to different situations, and collaborate with colleagues from diverse backgrounds. Additionally, good communication demonstrates confidence and professionalism, which creates a positive impression and can tip the scales in the candidate's favor, even if their technical skills are borderline. In the end, communication skills not only help candidates pass the interview successfully but also show their potential to integrate well into the company culture and contribute effectively to teamwork.

What role does cultural fit play in the hiring decision? How do you assess whether a candidate will integrate well into the team?

Cultural fit is crucial when hiring because it determines whether a candidate will integrate well into the team and contribute positively to the work environment. To assess this, I observe how the candidate responds to questions about teamwork and conflict, how they accept feedback, and whether their values align with the company's.

These factors help me determine whether the candidate will adapt successfully and be productive within the team.

What are the most common mistakes candidates make during an interview? What advice would you give to candidates when preparing for an interview?

The most common mistakes candidates make during an interview are related to their inability to clearly and effectively present their skills and their unwillingness to admit when they don’t know something. Sometimes candidates try to answer questions even when they’re unsure, leading to confused or incorrect responses and creating an impression of uncertainty or unprofessionalism.

My advice to candidates is to prepare well before the interview by gathering specific examples from their experience that showcase their skills and achievements. It’s important to practice clear and structured communication of their thoughts to effectively convey their ideas during the interview.

Don’t worry if you don’t know the answer to a question – it’s much better to admit that you’re unfamiliar with something than to try improvising and risk giving an incorrect answer. Saying, "I don’t know this, but I’d love to learn," shows honesty, a willingness to learn, and readiness to grow – qualities that are often valued more than trying to cover up a lack of knowledge with uncertain answers.

Go into the interview with confidence and the mindset that every interview is an opportunity to learn and grow, regardless of the outcome.

What advice would you give to candidates looking to improve their technical skills? Are there any resources you would recommend?

For candidates looking to improve their technical skills, the most important advice I can give is to learn every day and never stop developing. Consistency is key – even small steps each day lead to significant progress over time. It's also important to focus on practical application by working on real projects, creating your own projects, or contributing to open-source.

When it comes to resources, I would recommend using quality online platforms like Coursera, Udemy, and edX, which offer courses led by experienced professionals. Additionally, online communities like Stack Overflow, GitHub, and various developer forums are great places to exchange experiences and knowledge.

And don’t forget to follow my blogs! I regularly publish articles, tutorials, and tips on various IT topics that can help you develop and advance in your technical career. Reading up-to-date materials and participating in discussions are great ways to stay in touch with the latest developments and learn something new every day

Share more about the best (or worst) interviews you've conducted?

Some of the most memorable interviews I’ve conducted often involve situations that allowed me to see the candidate in a different light – whether positively or negatively.

The best interviews:

The best interviews I’ve conducted typically feature candidates who are well-prepared, confident, and able to communicate clearly and effectively. One such case was with a candidate who was not only extremely knowledgeable about the technology central to the position but also managed to propose new ideas and approaches during the conversation. This candidate demonstrated not only technical skills but also creativity and strategic thinking, which left a very positive impression. This interview convinced me that this person wouldn’t just meet the role's requirements but would significantly contribute to the team's growth.

Worst interview:

One of the worst interviews I’ve conducted was with a candidate who was disrespectful and arrogant throughout the interview. From the very start, it was clear that the candidate wasn’t interested in the position but was more focused on impressing with irrelevant things. He often interrupted my questions and tried to correct me, even when he was wrong.

The worst part came when the candidate started criticizing the technology the company was using without offering alternatives or explaining why his preferences would be better. Instead of constructive dialogue, the conversation turned into a one-sided tirade about how things "should" be done, with no interest in the needs of the team or the project.

This experience taught me how important it is for candidates not only to demonstrate skills and knowledge but also to show respect for the interviewers and the process as a whole. Arrogance and an inability to adapt to the interview’s dynamic not only lower the candidate’s chances but also create a negative impression that’s hard to overcome.

How do you evaluate a candidate during an interview – is it based only on their theoretical knowledge, or do you focus more on their approach to solving the problem/task? What other factors do you consider when making a decision?

When evaluating a candidate during an interview, I place great emphasis on how they approach problem-solving, rather than just their theoretical knowledge. Logic, creativity, and the ability to break down a problem into smaller steps are important. I also take into account their communication skills, adaptability to new situations, and how well they would fit into the team culture. These factors combined help me make an informed decision.

What would you like candidates to know about the interview process at your company? What can be useful for them during the preparation?

In Jakala’s interview process, candidates can expect a transparent and enjoyable selection process that focuses not only on assessing their technical and professional skills but also on creating an environment where they feel comfortable asking questions and receiving clear and comprehensive answers. This is an important aspect of the interview, as the company believes that a successful candidate should not only possess the necessary skills but also be well-informed about Jakala's culture, working methods, and expectations.

During the interview at Jakala, you can be confident that every question you ask will be considered carefully, and you will receive a thorough answer. Jakala places great importance on open communication and strives to ensure a fast and clear technical process.

This means that the company will not only assess your skills and experience but also ensure that you have the necessary information and understanding of what is expected of you.

The process is designed to be efficient, transparent, and beneficial for both the candidates and the team you'll be working with.