Software developers are properly vetted when a senior engineer has tested them in real code, scored the result against clear criteria and kept the evidence. The word alone means little, because many vendors use it for a CV check and a short call. Ask four questions to find out what is behind it.
What was actually tested
Ask for the list of skills and behaviours that were scored. Look for reading unfamiliar code, finding bugs, designing a change, explaining trade-offs and testing the result. A quiz on syntax or a puzzle from a coding site tells you very little about daily work. Our piece on what replaced the coding test explains why.
Who ran the test
The tester matters as much as the test. A senior engineer who works in the same stack can tell good judgement from memorised answers. A recruiter with a checklist cannot. Ask for the role and experience of the people who assess candidates.
Did the test include AI tools
Most strong developers now work with coding agents. A test with AI tools switched off measures a skill they rarely use alone, and a test with tools on shows how they direct and check the agent. Ask whether both are covered. See how to assess an engineer's AI ability.
What can you see
You should be able to read the scorecard of the engineers you consider. Ask what share of candidates pass, since a pass rate near 100% means the test filters nothing. Ask how the vendor handles an engineer whose work later falls short.
What are the warning signs
Be careful when the answer is "all our developers are top talent" without evidence, when you cannot speak to a candidate before committing, or when the test is fully automated. Another sign is a long list of certificates in place of examples of delivered work.
Should you run your own check as well
A short conversation with a developer about a past project helps, and a trial period makes the fit visible. Ask them to walk through a decision they would change. For a deeper look, see why the take-home is dead.
How do you read a scorecard
A useful scorecard lists specific criteria with a score and a short note per criterion, for example how the candidate read the codebase, how they tested their change and how they explained their choices. Look for evidence of judgement in the notes, not only numbers. Compare two candidates on the same criteria to see where they differ. If a vendor will not share the scorecard, treat the vetting claim as unproven.
How does vetting connect to your own interview
Vetting by the vendor should shorten your process, not replace it. Use your interview for what only you know: your codebase, your team habits and the problems you expect in the first months. Ask the candidate to talk through how they would approach your first task. A good vendor welcomes this conversation, since it confirms the match before the engagement starts.
How long should vetting take
A proper assessment takes a few hours of senior engineer time per candidate, spread over more than one session. Anything shorter than sixty minutes usually measures little. Anything that takes weeks pushes good candidates away. Ask how long the process takes and how quickly you can see a shortlist.
What this means when you hire through Miyagami
Every engineer is tested by an AI-native tech lead who works with AI every day. The how we vet page describes what is tested. Engineers join your team full-time from €5,600 a month, with a shortlist within 3 working days and no recruitment fee. We replace at our cost if the fit is wrong, and we don't do part-time. See how we vet and pricing.
Short answers
What does vetted mean for developers?
It should mean a documented assessment in real code by a senior engineer, with results the client can read.
Is a coding test enough?
Alone, rarely. Combine real code, a conversation about past work and a trial period.
Should developers be tested with AI tools?
Yes, since most work with coding agents daily. Test both with and without.
What pass rate is healthy?
A rate well below 100%. If everyone passes, the test is not filtering.
