The Tech Interview Behind the Scenes: Milen Dimitrov

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

“Try to learn as much as possible about the company and use this information for your answers.” advises Milen Dimitrov, Lead Software Еngineer at Paysafe Group.

Tell us more about your career path.

My career path is quite diverse and demonstrates my ability to adapt and grow in different fields.

I began as a firefighter – a profession that taught me discipline, teamwork, and the ability to act under pressure.

Later, I transitioned to the administration of the Ministry of Interior, where I gained significant experience in organizing and managing processes, as well as working with people at various levels.

Throughout this time, computer technology has always been my true passion, which led me to focus on programming. This passion drove the next step in my career – I started working professionally in software development, specializing in Android mobile applications.

This transformation reflects my desire to continually evolve and pursue my interests, regardless of the challenges I face.

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

I haven’t changed many jobs and have rarely been in the role of a candidate, but one of the interviews I attended was quite unusual – it took place in a pub and involved the company’s owner.

What impressed me the most was the informal setting, which made me feel at ease. Perhaps that’s why I ended up staying with that company for the longest time.

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

The skills and qualities sought in a candidate largely depend on the company’s culture.

In smaller companies, where work is often done in smaller teams, candidates can stand out with personal traits such as adaptability, motivation, and problem-solving abilities.

In larger companies, experience and the ability to work effectively in bigger teams play a key role.

What’s most important is for the candidate to demonstrate an understanding of the company’s specific needs and how they can contribute to meeting them.

What questions do you typically ask in technical interviews? Do you have specific tasks or problems that you often use to assess candidates?

The type of questions in technical interviews depends on the position.
For junior candidates, I typically focus on basic knowledge, programming principles, and try to understand whether the candidate truly grasps the concepts or has simply memorized them.
For more experienced candidates (senior positions), I prefer open-ended questions, such as:

• "When would you encounter this problem?"

or

• "What technologies would you choose if you had to build an application from scratch?"

These questions help me assess strategic thinking and the ability to select the most appropriate technologies.

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

Communication skills are important but not always a top priority.

What matters more is the candidate’s ability to navigate situations and integrate well with the team.

In an environment with open communication and honest relationships, a lack of exceptional communication skills can be compensated.

The key is for the candidate to be adaptable and work effectively with colleagues.

How important is cultural fit when making a hiring decision? How do you assess whether a candidate will fit well into the team?

Cultural fit is crucial when making hiring decisions.

Good communication skills are important, but what matters more is whether the candidate can navigate situations and collaborate well with the team.
In an environment with open communication, a lack of exceptional communication skills can be compensated if the candidate shares the same values and ideology regarding their approach to work.

When the candidate’s values and working style align with those of the team, it usually indicates they will integrate successfully.

What are the most common mistakes candidates make during an interview? What advice would you give candidates on how to prepare for an interview?

One of the most common mistakes, especially among younger candidates, is a lack of preparation regarding the company they are applying to.

When invited for an interview, try to learn as much as possible about the company and incorporate this knowledge into your answers – for example:

"I know that your product focuses on crypto trading, which I find very interesting."

Another frequent mistake is not giving enough attention to self-presentation. In almost every interview, you have 2-3 minutes to introduce yourself – use this opportunity to impress and engage the interviewers.

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

Every skill improves with practice.

For technical skills, one of the best approaches is to simulate interviews – record yourself answering questions and then analyze the recordings. Look for filler words like "you know," "I mean," or "um," and work on eliminating them.

Be critical of yourself and look for ways to improve. You can also use AI chatbots to play the role of the interviewer, allowing you to practice with realistic questions and assess whether you have the necessary knowledge.

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

One of the best interviews I’ve conducted was with a candidate who demonstrated an excellent balance of technical skills and a positive attitude. He shared interesting insights about some emerging technologies, and we discussed their potential development – the conversation felt more like an exchange of ideas rather than a typical interview.

On the other hand, the worst interview I had was with a candidate who was significantly late and didn’t apologize, which immediately left a negative impression. Additionally, he didn’t know which position he was applying for and, by the third minute, asked about the salary, showing a lack of preparation and interest in the role.

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

The approach is always complex and based on balancing theoretical and practical skills.
If a candidate doesn’t excel in one area, we evaluate whether these gaps can be compensated for and how critical they would be for the specific project or team.

Additionally, I consider personal qualities such as motivation, adaptability, and teamwork skills – all of which are essential for successful integration into the work environment.

What would you like candidates to know about the interview process in your company? What could be helpful for them in their preparation?

There is nothing particularly specific about our interview process – the most important thing is to present their experience well and if they don’t have any, to demonstrate strong motivation and persistence in their desire for knowledge and skills.

We are looking for people who are ready to learn and develop, even if they don’t yet have many years of experience.