The Art of Hiring: How Rearc Matches Top Talent

Here at Rearc, we’re not just looking for people who can code or solve technical problems. Sure, those things are important — but there’s so much more to it. We’re trying to find people who really fit into our way of working, share our values, and bring unique perspectives to the work we do. That’s why our interview process goes way beyond the usual technical vetting. It’s about getting to know the person behind the resume, evaluating how they approach problems and determining if they’ll really thrive here.

And it’s not just about what’s good for us, right? We really take the time to make sure this is an opportunity that’s right for our candidates, too. We’re thinking long-term. We don’t just want someone for the next project — we’re looking for people who can grow with us, and who could be part of Rearc for the next three, four – maybe even five years or more. It has to be the right fit on both sides, and that’s a big part of why we’ve built our process the way we have.

We believe that every stage in the process should be a two-way street. As much as we’re assessing if someone is the right fit for Rearc, we want candidates to walk away with a clear sense of whether Rearc is the right fit for them as well. Our process is thorough — but fair. We want candidates to feel like their time is being respected and used well which is why we aim to complete the process in approximately 3-4 weeks.

From the first screening call to the final panel interview, each step is there for a reason. It’s how we ensure we’re hiring someone with not only the right technical skills but also the right fit for Rearc.

That said, let’s jump in and go through the process — stage by stage — and give some insight into what we’re looking for at each step and why it all matters.

The Screening Interview

The first step in our process is the screening interview. It’s a pretty relaxed chat — usually about 30 to 45 minutes — with one of our recruiters. The goal here isn’t to dive deep into technical stuff just yet but to get a good feel for where the candidate is. We want to understand their motivations: what are they looking for? How do their career goals line up with what we do at Rearc? This is also an opportunity for the candidate to ask any questions about the role or the company and, more importantly, our culture. We’re paying attention to how the candidate communicates and what they’re passionate about. If all that lines up, then we move forward to the next stage.

Technical Assessment: The Quest

Next up, we’ve got the Quest, which is our fun twist on a take-home assessment and something candidates generally give us positive feedback on. Think of it as a 'choose your own adventure' book — the outcome can change based on the decisions you make. Everything from the initial design to the tools used will affect the outcome. It’s a chance for candidates to really show us what they can do. We give them a week to complete it. We want to see well-thought-out solutions, clean code, and good documentation.

Each Quest is tailored specifically to the business unit the candidate’s applying for — whether Data or Cloud or other specialized role — so they’re doing something directly related to the role. Once they submit it, we send it for review by one of our engineers. This is usually done within 24 hours. The feedback from this stage plays a big part in what happens next.

But here’s the thing — the Quest isn’t just about technical ability. It’s about seeing how candidates approach complex problems and tackle the real-world challenges they could face here at Rearc. We get to see their thought process, their creativity, and how they make decisions when there’s more than one solution on the table. That’s the real test: not just getting the “right” answer, but then sharing the “why” behind your solution.

The Technical Interview

After the Quest, it’s time for the technical interview. This is where things get interesting. This part of the process is broken down into three sections and usually takes around 60 minutes.

First, we start with a general evaluation of the candidate's technical skills. This isn’t just about grilling the candidate with tricky questions. We want to see what they’re naturally good at and where they shine. It’s about understanding their technical foundation, the depth of their experience, and how comfortable they are across different areas.

Then, we dive into the live Quest review, where we walk through their Quest submission together. We’re really interested in hearing why they made certain decisions, what trade-offs they considered, and what they might do differently if they had more time or context. This part of the interview can be extremely insightful because it gives us a window into their thought process and how they reflect on their work.

Finally, we hand it over to the candidate for questions. This is a key part of the interview process, as it gives them another opportunity to engage directly with fellow engineers rather than recruiters, allowing for a deeper, more technical exchange. We’re paying attention to the kinds of questions they ask, which gives us insight into what they prioritize and how they think. It also helps them gain a clearer understanding of the role, the team, and what it's like to work at Rearc, making sure it’s the right fit for both sides.

The Cultural Interview

Now, the cultural interview. This is a really important part of the process and also lasts approximately 60 minutes. It’s where we see if the candidate’s values and personality click with what we’re about at Rearc. Typically, someone from the talent team handles this stage, guiding the conversation and getting a feel for whether the candidate is a good cultural fit. In this part, the interviewer tends to talk more because it's mostly about sharing what matters to us — our Core Values, how the engineering team operates, and what day-to-day life at Rearc looks like.

But it's not just a one-way conversation. We also throw in a few scenario-based questions that don’t have a clear right or wrong answer. We’re trying to see how they think through situations, how adaptable they are, and how they respond to real-world challenges within our culture. After that, we always make sure the candidate has time to ask their own questions. We want them to walk away with a real understanding of who we are and how we work.

This interview really helps us both figure out if we’re a good match. Because, honestly, we’re looking for people who thrive in collaborative, flexible environments. We value individuals who can adapt, work well with others, and embrace open dialogue, where ideas can be challenged and improved. Our team members mustn’t be just skilled but also aligned with these values. This way, we ensure a better fit for both the individual and Rearc, leading to long-term success and satisfaction

The Panel Interview

The panel interview is where everything comes together and typically lasts 90 minutes. It’s the final stage, and it’s the candidate’s chance to meet some key players at Rearc and get a deeper sense of what life’s like here. It’s also our final opportunity to assess both their technical abilities and their soft skills.

At this point, we’re diving into the depth and breadth of their experience, especially in areas that matter most to the business. We’re looking not only to discover limitations but how well they know what they know. Given that there are multiple engineers on the call, each will focus on their area of expertise.

That said, no one has all the answers, right? So, we’re curious to see how they approach a challenge when they don’t have the full picture. How do they problem-solve? How do they handle not having all the information on hand? Do they suggest ways to find the information they need?

What’s interesting is that no two panels are exactly alike. We tailor each one depending on the specific team’s needs. And we’re more than happy to go down rabbit holes with candidates — sometimes a deep dive into a tricky subject gives us real insight into what it would be like to collaborate with them on a project. It’s not just about getting the right answer; it’s about how they think and approach complex problems.

Conclusion

At Rearc, our interview process is designed to do more than simply vet technical skills. We’re committed to building a team that aligns with our core values and culture, while also ensuring that candidates find a home where they can thrive and grow. By creating a thorough, multi-stage process that allows both parties to assess the fit, we can foster long-term relationships with employees who are as invested in Rearc’s future as we are in theirs. It’s not just about finding the right person for the role — it’s about building a team that’s ready to innovate and collaborate for years to come.