14 Aug The new entry-level developers: What employers should actually look for
Hiring an entry-level software developer has changed. A degree, a polished CV and a list of familiar programming languages no longer provide the full picture. Employers need people who can learn quickly, work well with others and contribute to real development projects, even when they do not yet have years of professional experience.
This does not mean lowering technical standards. It means assessing the skills that predict long-term success, rather than relying on outdated signals. The strongest junior developers may come from universities, coding bootcamps, foundation apprenticeship programmes, career-change programmes, open-source communities or self-directed learning paths.
For technology companies competing for scarce talent, the key question is not simply whether a candidate knows a particular framework. It is whether they have the mindset, communication skills and problem-solving ability to grow with the business and build a successful career path.
Why entry-level developers profile are changing
Software development is evolving rapidly. New frameworks, cloud platforms, automation tools, artificial intelligence solutions and digital devices are changing how teams build, test and maintain applications.
As a result, specific technical knowledge can become outdated quickly. A candidate who knows one programming language today may need to learn another tool or platform within their first year. Employers should therefore focus on the foundations that remain valuable across technologies.
The modern entry-level developer should be assessed as a potential contributor, not as a finished product. They may not have experience with every tool used by the hiring team, but they should be able to understand new concepts, ask useful questions and apply feedback. This provides a good foundation for future progression into roles such as programmer, support engineer apprentice or software developer.
The core skills employers should prioritise in choosing entry-level developers
1. Problem-solving ability
Programming is a practical form of problem-solving. Entry-level developers need to break complex requirements into smaller tasks, identify possible causes of an issue and test solutions in a structured way.
Employers can assess this through practical exercises, technical discussions, skills assessment activities or project reviews. The goal should not be to create an artificial test of speed. Instead, the process should show how a candidate thinks when they encounter an unfamiliar problem.
Strong signals include:
- Explaining their reasoning clearly
- Identifying assumptions before starting
- Testing ideas instead of guessing
- Knowing when to ask for help
- Learning from an unsuccessful approach
- Considering performance, security and maintainability
A candidate who reaches the correct answer through a thoughtful process may be a stronger hire than someone who solves a narrow problem quickly through memorised techniques.
2. A willingness to learn
Technology teams need developers who can adapt. New hires may be expected to work with an unfamiliar codebase, development process or cloud environment within their first few months.
Look for evidence of active learning. This could include personal projects, open-source contributions, technical writing, online courses, a web development course or experiments with new technologies. Some candidates may have completed software development level 3 training, a tech academy programme or a graduate training scheme. The quality of the learning process matters more than the number of certificates on a CV.
During an interview, ask candidates to describe something technical they recently learned. Explore why they chose the subject, how they approached it and how they applied the knowledge. Their answer can reveal curiosity, discipline and the ability to learn independently.
3. Communication skills
Software development is collaborative work. Developers communicate with product managers, designers, testers, security teams, business leaders and other engineers.
An entry-level developer does not need to be an expert presenter. However, they should be able to explain a technical issue in plain language, describe what they have tried and communicate when a task is blocked.
Good communication also includes listening. Candidates should be open to questions, able to receive feedback and willing to clarify client requirements before beginning work.
For remote and hybrid teams, these skills are even more important. Written updates, documentation and asynchronous communication can have a major impact on delivery speed and team alignment.
4. Practical project experience
Professional experience is not the only form of relevant experience. Candidates may demonstrate their abilities through:
- University or bootcamp projects
- Freelance assignments
- Open-source contributions
- Hackathon work
- Personal applications
- Internships
- Technical communities
- Volunteer technology projects
- A side project
When reviewing a portfolio, employers should look beyond visual polish. The most useful questions are:
- What problem did the project solve?
- How did they test the result?
- What challenges did they face?
- What would they improve now?
- What decisions did the candidate make?
- Did they work independently or as part of a team?
A simple application with thoughtful technical decisions can reveal more than a complex project that the candidate cannot explain. Employers may also ask whether candidates explored potential development ideas beyond the original brief.
5. Understanding of software fundamentals
Entry-level developers do not need advanced knowledge of every technical area. They should, however, understand the fundamentals that support good engineering practices.
Depending on the role, these may include:
- Data structures and basic algorithms
- Version control
- Testing principles
- Debugging methods
- Application architecture
- Databases
- APIs
- Security awareness
- Deployment concepts
- Code readability and maintainability
- Data management
Employers should adapt the assessment to the position. A junior frontend developer, cloud engineer and data-focused developer may need different technical foundations.
The most effective process tests whether candidates can apply these fundamentals in context. Asking someone to explain how they would investigate a failing API or improve a slow database query may be more informative than asking them to recite definitions.
What employers should stop overvaluing
Some hiring criteria appear objective but can create unnecessary barriers. They may also prevent employers from identifying candidates with strong long-term potential.
Years of experience
Entry-level roles should not require several years of commercial experience. When job descriptions ask for experience that does not match the seniority of the role, capable candidates may decide not to apply.
Instead of setting arbitrary experience requirements, define the outcomes expected during the first six to twelve months. This creates a clearer basis for assessing suitability and helps candidates understand the entry requirements.
A long list of technologies
A candidate who lists ten programming languages may not be stronger than one who understands two languages well. Depth of understanding, problem-solving ability and learning speed often matter more than the size of a technology list.
Hiring teams should identify the essential skills for the role and separate them from technologies that can be learned after hiring. Computer code is only one part of a software developer’s contribution.
A traditional academic background
A computer science degree can provide useful foundations, but it is not the only route into software development. Career changers, self-taught developers and candidates from alternative training programmes can bring determination, commercial awareness and valuable experience from other industries.
A fair hiring process should assess capability directly. This helps employers build a broader talent pipeline and reduces the risk of overlooking strong candidates. It can also create a new career opportunity for people whose qualifications do not follow a traditional route.
Unpaid work as proof of passion
Personal projects can show motivation, but not every candidate has the time, financial security or personal circumstances to work on software outside paid employment.
Employers should avoid treating constant side projects as the only evidence of commitment. Look at the full range of a candidate’s experience, including education, employment, caregiving, community involvement and structured learning.
A better way to assess entry-level developers
The hiring process should provide multiple opportunities for candidates to demonstrate their skills. A single interview can be affected by nerves, unfamiliarity with the format or unconscious bias.
A balanced process may include the following stages:
- Initial conversation: Discuss motivation, communication style and expectations.
- Technical foundations review: Explore core concepts relevant to the role.
- Practical exercise: Use a realistic, time-conscious task that reflects the work.
- Project discussion: Ask the candidate to explain a previous project or learning experience.
- Team conversation: Assess collaboration, feedback and working preferences.
- Candidate questions: Give the applicant space to evaluate the company and role, including the start date and working environment.
The practical exercise should be designed carefully. It should not require hours of unpaid work or test obscure knowledge that will rarely be used. Where possible, give candidates access to documentation and allow them to use normal development tools.
This reflects real engineering work more accurately. Developers rarely solve problems without documentation, search tools, collaboration or code review. They may also use computer programs and test programs as part of their day-to-day tasks.
The value of structured interviews
Structured interviews make hiring more consistent. Each candidate should be asked a similar set of questions and assessed against defined criteria.
A simple scorecard might include:
| Assessment area | What to look for |
|---|---|
| Technical foundations | Understands relevant concepts and applies them appropriately |
| Problem-solving | Breaks problems down and tests possible solutions |
| Learning ability | Demonstrates curiosity and a clear learning process |
| Communication | Explains ideas clearly and listens to feedback |
| Collaboration | Works respectfully with different roles and viewpoints |
| Ownership | Takes responsibility and follows tasks through |
| Growth potential | Shows the ability to develop with support |
How artificial intelligence changes junior developer hiring
Artificial intelligence tools are becoming part of everyday software development. Entry-level developers may use them to explore unfamiliar code, generate test ideas, improve documentation or investigate errors.
Employers should not automatically treat AI tool use as a lack of skill. The important question is whether the candidate can evaluate the output. Developers still need to understand requirements, identify incorrect suggestions, consider security risks and test the final result.
Hiring teams can include AI use in the assessment process by asking candidates to:
- Review and improve AI-generated code
- Identify potential risks in an automated suggestion
- Explain how they would verify an answer
- Compare two possible implementation approaches
- Describe when they would avoid using an AI tool
This approach tests modern engineering judgment rather than outdated expectations of isolated coding ability.
Look for coachability, not perfection
Junior developers will need support. They may make mistakes, misunderstand requirements or need help navigating a complex codebase. This is normal.
The key distinction is how a candidate responds to feedback. Coachable candidates listen carefully, ask follow-up questions and apply what they have learned. They do not need to have every answer during the hiring process.
Consider asking:
- Tell us about a time you received difficult feedback.
- What changed after you received that feedback?
- Describe a mistake you made in a project.
- How did you find the root cause?
- What would you do differently now?
The strongest answers usually show reflection and progression. Candidates who can discuss challenges honestly are often better prepared for the collaborative nature of software development.
Create an environment where junior developers can succeed
Hiring the right candidate is only the first step. Entry-level developers need a workplace that supports growth and gives them a realistic path to contribution.
Effective onboarding may include:
- A clear first-month plan
- A designated mentor or buddy
- Accessible documentation
- Small, well-defined initial tasks
- Regular one-to-one conversations
- Constructive code reviews
- Pairing or collaborative problem-solving
- Clear expectations for progression
Managers should also explain how success will be measured. A junior developer may not deliver at the same speed as a senior engineer or senior developer, but they should show progress over time and understand how they can move towards a senior role.
A supportive environment benefits the wider team. Experienced developers who mentor junior colleagues often improve their own communication, documentation and leadership skills.
Build entry-level hiring around potential
The modern entry-level developer is not defined by a particular degree, technology stack or career history. They are defined by their ability to solve problems, learn continuously and contribute to a team.
Employers should assess the fundamentals, but also consider the person behind the CV. Look for curiosity, resilience, communication, practical thinking and the ability to respond to feedback.
For growing technology companies, this approach can expand access to overlooked talent while improving long-term hiring outcomes. It also creates a more realistic relationship between employers and candidates, one based on transparent expectations rather than inflated requirements. Candidates can then explore further careers and related careers, including business systems analysis and other technology roles.
Find the right early-career technology talent
Building an effective junior hiring strategy requires a clear understanding of the role, the market and the skills that matter most. YourCode Recruitment Group helps technology companies identify and attract software engineering talent across Europe, including permanent, contract and international placements.
With AI-driven candidate matching, market expertise and a transparent approach to recruitment, YourCode supports employers as they build capable and adaptable technology teams. The result is a hiring process designed not only to fill an open role, but to support sustainable growth. For more information about current opportunities, alternative titles and career tips, contact the team.