Tech Assessment

Before we begin, let me share a bit about our journey.

At Amadeus for Developers, we offer travel data and services to developers across the world through REST APIs. Thanks to HackerEarth’s platform, we recently hosted the Hack the Journey/Coding India Edition DevOps coding challenge and we invited all developers from India to participate. Since India is one of our main markets, our goal was to allow developers to explore our travel APIs and challenge their knowledge of travel solutions. We designed both theoretical and backend coding challenges, but in this article, we will focus only on the coding part.

The coding challenges were a combination of algorithmic problems and travel technologies. We asked developers to use data from the Amadeus for Developers REST APIs and our SDKs to solve them.

In this article, we will share with you the best practices to build successful Javascript coding challenges with APIs, based on our experience hosting such challenges for global developers.

Use these 6 best practices to design Javascript coding challenges

Let’s explore the 6 best practices that you need for designing Javascript coding challenges for developers:

#1—Define your objective

An essential first step is to define your objectives. When you have that clear in mind, you can build challenges to meet your goals. Some common objectives could be:

• Hiring: many companies use coding challenges as part of the recruitment process to identify and evaluate the technical skills of potential candidates.
• Awareness: companies build coding challenges to bring awareness to the developer community about their product.
• Testing your product: Javascript coding challenges are a great way to allow developers to play with your product. That can bring you valuable feedback and future ideas to improve your product roadmap.

#2—Choose the programming language

One of the key decisions you have to make when you build Javascript coding challenges: which programming language the participants will be required to use. There are several factors to take into consideration in order to identify the most fitting ones:

• Top languages: by choosing one of the top languages in the market such as Python, JavaScript, etc. you will attract a larger number of participants.
• Company-used languages: if your goal is hiring, you might want to evaluate the participants’ coding skills in  your company’s programming languages
• Your familiarity with the language: make sure you are familiar with the language you offer the challenge. That will help you build challenges that fit the language and also better understand the submitted solutions.

For example, in our case, we designed both a Python and Node coding challenge since these are languages we use on a daily basis, but are also the top-used languages for our SDKs. Developers were able to choose to participate in one of these.

Also read: Top 10 Programming Languages of the Future

#3—Define the challenge

The challenge definition is one of the most crucial steps when it comes to the event’s success. Below are some points to consider:

• Difficulty level: By providing developers with some warm-up tasks and later on more challenging ones, you give them the opportunity to understand your APIs gradually. Make sure you find the right balance. To ensure the Javascript coding challenges are at the level you are thinking of, it could be useful to ask a colleague to solve them. This will give you an idea of how much time and effort is required to complete the tasks, and allow you to adjust the difficulty accordingly.
• Static data: Define challenges that the APIs always return the same data. This will help you to evaluate the solution’s correctness with the unit tests. Since that’s not easy to guarantee, you can build some sandbox environments with static data and coordinate with your API development teams to ensure that the data is not refreshed during the event.

#4—Maximize the efficiency of SDKs

If you provide SDKs as part of your API, you want developers to focus on the challenge solution and use your SDK efficiently, so we would suggest the followings:

• Set up the environment: pre-install the SDKs so developers won’t spend time and effort preparing the environment.
• Make docs accessible: to make it easy for developers to make their first API call, consider giving them the necessary resources during the challenge.

#5—Ensure API stability

Ensuring the stability of your APIs is essential to let developers solve the given challenges. Here are some points to consider:

• Check API stability: If there are any known to you instabilities (eg. backend refresh on specific days) try to avoid the event on these days. If this is not possible, inform the participants about these times to avoid potential disruptions.
• Rate limits: don’t forget to consider the API rate limits when you design the Javascript coding challenges. Provide the participants with the necessary documentation or even some helper functions to help them focus on the challenge solution.

Even if instability affects some solutions, it’s not the end of the world. If the developers have hardcoded their solution, make sure you verify their algorithm and any comments they might have left to prove that they were going to arrive at the correct answers despite the instability.

#6—Conduct unit tests

The unit tests are critical to evaluate the submissions and help you find the winners. Some best practices for the unit tests are:

• Validate API usage: in order to validate that developers indeed used your API to solve the challenge, write some unit tests to identify the usage of an API key. Also in the file that developers are going to write the code, you can pre-define some variables that are expected to add the API key and secret.
• Hide unit test files: this will ensure that developers won’t be able to know what are the expected solutions. Just a tip, it is possible for participants to get through the logs of the unit tests, and in that case, make sure you encrypt them.

Comprehensive list of JavaScript coding challenges

Delving deep into JavaScript requires a mix of theoretical knowledge and hands-on coding practice. Below are various coding challenges, organized by difficulty level and specific concepts, designed to test and improve your JavaScript prowess.

1. Beginner challenges

• Basic arithmetic operations:
  • Challenge: Create a JavaScript function that takes two numbers as arguments and returns their sum, difference, product, and quotient
  • Concept: Basic functions and arithmetic operationsString reversal:
• String reversal:
  • Challenge: Write a JavaScript function that reverses a string
  • Concept: String manipulation
• Array duplication:
• Challenge: Create a function that removes duplicates from an array
• Concept: Array manipulation and iteration

2. Intermediate challenges

• Palindrome check:
• Challenge: Determine if a given string is a palindrome (reads the same backward as forward, ignoring spaces, punctuation, and capitalization).
• Concept: String manipulation and conditional logic
• Fibonacci series:
  • Challenge: Write a function that generates the first ‘n’ numbers in the Fibonacci series
  • Concept: Recursion and iterative solutions
• Find the missing number:
  • Challenge: Given an array containing n distinct numbers taken from 0, 1, 2, …, n, find the one that is missing from the array
  • Concept: Mathematical operations and array manipulation

3. Advanced challenges

• Flatten nested array:
  • Challenge: Implement a function that flattens a nested array
  • Concept: Recursion and array manipulation
• Implement bind():
  • Challenge: Replicate the functionality of the bind() function without using the built-in function
  • Concept: Advanced functions and the ‘this’ keyword
• Deep equality check:
  • Challenge: Write a function that checks if two objects (and their nested objects) are deeply equal
  • Concept: Recursion, object manipulation, and deep comparison

4. Concept-specific challenges

• Promises:
  • Challenge: Create a mock API call using JavaScript’s Promise
  • Concept: Asynchronous programming and Promises
• Closures:
  • Challenge: Design a function that generates a series of functions to add n to their argument, where n is the order in which they were generated
  • Concept: Closures and function factories
• DOM Manipulation:
  • Challenge: Build a simple JavaScript-based to-do list with add, delete, and mark as completed functionalities
  • Concept: DOM manipulation and event handling

Additional tips for solving JavaScript coding challenges

While the right logic and approach are essential for solving coding challenges, there are several other aspects that can enhance your problem-solving journey, especially when using JavaScript. Here are some additional pointers:

• Before jumping into the code, make sure you understand the problem thoroughly. It might help to write down or discuss the problem with someone else or even talk aloud to yourself. Often, solutions emerge from a deeper understanding.
• If a problem seems too complex, break it down into smaller components or steps. This modular approach can make the overall challenge more manageable and can aid in systematic problem solving.
• JavaScript has a plethora of built-in methods, especially for arrays and strings. Familiarize yourself with these, but also know when they might be overkill. Sometimes a simpler approach might be more efficient and more readable.
• When solving a challenge, think about potential edge cases. For example, consider empty strings, arrays, or the minimum and maximum possible inputs.
• Use console.log() extensively to understand the flow of your code and to pinpoint issues. Developer tools in browsers can also provide insights into the execution of your JavaScript code.
• Your first solution doesn’t always have to be the most efficient. It’s okay to arrive at a working solution first and then iterate on it to make it better.
• Like any skill, coding gets better with regular practice. Regularly engage with coding platforms, participate in coding challenges, and always strive to learn from your mistakes.
• JavaScript, like all languages, evolves. Stay updated with the latest ECMAScript specifications and new methods or features that might be introduced.
• Join coding forums or communities where you can post your solutions and receive feedback. Sometimes, there are multiple ways to solve a problem, and seeing others’ solutions can provide new perspectives.
• Frustration can be a natural part of the problem-solving process. If you’re stuck, take a break. Sometimes, stepping away and coming back with a fresh mind can make all the difference.

Also read: How to Create a Great Take-Home Coding Test?

Create Javascript coding challenges with HackerEarth

To sum up, it’s crucial to carefully consider several factors when creating challenges that require developers to use APIs to reach the problem solution. By following best practices such as ensuring API stability, building the right unit tests, and providing necessary resources, you can create successful Javascript coding challenges that allow developers to explore and test their knowledge of your APIs. Lastly, don’t hesitate to ask HackerEarth for support and advice. Thanks to them, we were able to solve many of our doubts and build a successful coding challenge together.

We hope that these tips will be useful for your own journey.

In the third edition of HackerEarth’s flagship tech conference – Hire 10(1), our keynote speaker from Adobe, Mr. Mino Thomas, used a word I hadn’t heard before in tech recruiting circles.

Sanguine, he said. And then Choleric. Melancholic. Phlegmatic.

I almost wondered if I had been teleported to a physician’s office. Or to the home of a literati. Fragments flashed past my eyes: Keats’ Ode on Melancholy, even the title of Garcia Marquez’s ‘Love In The Times Of Cholera’.

Until my overthinking brain stopped at the memory of Hippocrates and his theory of human humors, or personalities.

Two and a half millennia later, we were now using the ancient basis for illness to describe employee personalities, and what we could do to better team culture in the workplace.

Hippocrates, who?

The Greek physician Hippocrates (ca. 460 BCE–370 BCE), also known as the Father of Modern Medicine, is often credited with developing the theory of the four humors which manifest as different personality types. These personality types were dependent on four bodily fluids – blood, yellow bile, black bile, and phlegm – and their influence on the body and its emotions. Along with the fluids, Hippocrates also postulated that humoral makeup and the resultant personality could also be influenced by geography in his treatise on Airs, Waters, and Places.

Also, read: Keeping Culture Alive: What Recruiters Can Do While Hiring Remotely

Interesting, hmmm….

Hippocrates’ work builds on Plato’s theories of human temperament that bridge modern personality psychology and philosophy. The vast repertoire of literature on modern psychology underlines one truth that Plato espoused: the human psyche is not unitary, but plural. Simultaneously, each of us has an innate set of values that form our core belief system. The interplay between our plural psyches or sub-egos, and our core set of values is what forms our individual personalities, and forms the basis of our neurodiversity in the community.

This is, of course, an overly simplified explanation of what philosophers both modern and old have struggled to understand. From Myers Briggs to the DISC system, there are numerous ways and tools to distill a personality into easily identifiable metrics.

Funnily enough, Hippocrates wasn’t even trying to understand personality types when he formed his theory. He was looking at the reasons behind human illness when he postulated that there are four different body fluids or ‘humors’ which govern how and when we fall sick. As a corollary to each, he also told us how each humor affected the psyche or temperament of a person.

Let’s understand these in detail.

Traits: Sanguine are known to be supremely energetic and excited and are usually highly interested in staying on the go. They are usually the most social of the lot and tend to make a lot of friends easily. On the flip side; they also tend to lose interest abruptly.

Traits: Think bull-headed and strong. Think hot-tempered, demanding, and authoritative. Choleric individuals are great at motivating co-workers but tend to do things their way. They are not easy to give instructions to, because they already have a plan mapped out and they think that is the best!

Traits: If there’s one thing phlegmatic individuals are coughing up, it’s pearls of wisdom in the face of conflict! This personality type is loyal, focused, good at long-term projects, and the one that moves the team forward amidst small differences.

Traits: If someday you hear Frank Sinatra in the office on a Monday morning, best believe your Plato-nically melancholic teamster is in their thinking zone. This personality type is usually placid and thoughtful and good at analyzing situations and thinking matters through. On the flip side, they can also be depressed and moody.

Woof! That’s good information. Now how does it help people managers exactly?

A person’s temperament is their permanent psychological nature which determines how they think, feel, and interact. It reflects in their decisions and behavior, so knowing these abilities and characteristics can help HR professionals – or engineering managers – when they are building teams, or creating policies for retention and robust team culture.

If you’re dealing with a Sanguine:

Sanguines are exuberant personalities with high energy and creative excellence. As an HR Manager, you can utilize these individuals to carry out tasks that require more creativity. Sanguines tend to become the heart of the crowd, which can make them good leaders and trendsetters. They also love new things and can be delegated with new short-term projects or assigned to work on cultivating team culture changes.

Dos: Sanguines can lose interest easily. Check in frequently to measure their level of investment in a project. Fuel them with constant appreciation.

Don’ts: Tasks that require organizing can be tough for sanguines. So can open-ended long-term projects. Make sure they are not setting their personal bar very high, and feeling disinterested as a result of not achieving more than their expectations.

Also, read: What Leadership Means To Us At HackerEarth

If you’re dealing with a Choleric:

Choleric personalities usually demonstrate a fair ability to work well around people and are open to taking challenges. Choleric can prove to be good leaders, too. They have the energy and motivation to take the task to completion and usually like to motivate their peers as well.

Dos: Be careful of their my-way-or-highway approach, especially when it comes to positioning cholerics in leadership positions. This personality type usually makes for dedicated employees, who like to see the job getting done regardless of teething issues. Hand them a management job that involves delegation and watch them flourish.

Don’ts: Cholerics are result oriented and meticulous, so don’t give them open-ended projects that will never convert into something actionable. Employees who fall under the choleric personality type can also come across as rude or brash since they like productive discussions instead of beating around the bush. Never set meetings without agendas 🙂

If you’re dealing with a Phlegmatic:

People with a phlegmatic personality can seem to be slower-paced when compared with other types. They are usually introverts, with very stable energy who do not seek adventure or the limelight. They can be observant but are usually hesitant to speak up, and generally avoid conflict or arguments.

Dos: Phlegmatics will not proactively take up leadership positions, so it’s up to people managers to push them toward glory. Otherwise, this personality type runs the risk of stagnating in the same role. Their stable energy is good for running long-term projects which they will not get bored of easily.

Don’ts: Phlegmatics tend to overlook small disputes in favor of the positive forward movement. This makes it easy to think they have no issues or complaints, so don’t fall into that trap. They also like to take frequent breaks and recharge, so don’t envy their ‘me’ time.

If you’re dealing with a Melancholic:

Despite what the name suggests, this personality type is not all doom and gloom! They are placid and thoughtful; analyzing everything and getting down to the brass tacks when need be. Their introverted behavior can make it hard for them to show up as leaders or ‘fun’ people, but make no mistake – they are team players and loyal to a fault.

Dos: Melancholics are very process-oriented and love details. They might find things a bit hard to handle if structure is not followed. Help the melancholics in your team build processes, and structure their projects so that they can excel in their roles.

Don’ts: Don’t leave them behind because they are introverted and love quiet. Also, do not mistake their loyalty for a lack of ambition and drive. These personality types can be slow, but they are definitely value-driven and a keeper!

The role of people managers in getting different personalities to work together

Post the pandemic, people managers have been facing new challenges in managing teams and team culture in remote settings. In this situation, it is even more vital that HR and Engineering managers understand different personality types and the temperaments of their teammates better than before. Doing so can open great avenues of resource management and building out a great team culture.

If you know your workforce well, it becomes easier to identify their strengths and weaknesses and create a plan to improve on them. Whether it is about improving productivity, team culture, or retaining an individual, understanding the whys of their personality can go a long way in helping people managers create stronger teams in the future.

Cybersecurity is among the most critical aspects of building an online business and it goes without saying it needs to have an expert to make sure everything is in place. Without good cybersecurity experts, it becomes an extremely difficult task to protect your company’s data, servers, software, and other electronic systems from hackers and other cyber attacks. As per Accenture data security breaches have surged by 11% since 2018.

As of today, we are in a world where almost everything is online and electronic devices are important as food, we can’t live without them. This goes without saying that our information is online too but the threat of cyber-attacks or stolen data still looms over us.

This is why cybersecurity interviews should be as thorough as any other interview for a tech role. When hiring a cybersecurity expert, you should know what the role requires, what to ask, and what you should look out for in a candidate.

What is cybersecurity?

Cybersecurity is the practice of protecting computer systems, networks, and data from digital attacks. These attacks aim to access, change, or destroy sensitive information, extort money from users, or disrupt normal business processes.

In essence, cybersecurity is about safeguarding the integrity, confidentiality, and availability of information. It involves a combination of technologies, processes, and people working together to create a secure environment. To stay protected from modern digital threats, it’s also wise to secure yourself with a VPN when accessing online systems or handling sensitive data remotely.

Key areas of cybersecurity include:

Network security: Protecting computer networks from intruders.

Application security: Ensuring software and applications are free from vulnerabilities.

Data security: Protecting sensitive information from unauthorized access, use, disclosure, disruption, modification, or destruction.

Endpoint security: Protecting individual devices like computers, laptops, and smartphones.

Cloud security: Safeguarding data and applications stored in the cloud.

Importance of a thorough tech interview for cybersecurity candidates

As mentioned above, almost everything is online. To keep up with the ever-growing online population and to make the best out of this opportunity, businesses need individuals who are well versed in coding and other related aspects.

Moreover, it’s not just about coding and tech, you also need someone who can think on their feet and come up with abstract solutions for abstract problems. As a recruiter, you will find a ton of applicants with outstanding resumes, but a lot of them may not translate to practical application.

This is why you need to be thorough with your cybersecurity interview questions to hire the best candidates only. You can also make use of HR tech software and tools to smoothen the process of tech interviews. For instance, you could use FaceCode, a useful tool by HackerEarth that lets you take online interviews with an in-built code editor that can be used in real-time and comes with a lot of other features as well.

Apart from that, asking the right questions and looking out for optimal answers will get you the best candidates possible. Asking the right questions also opens up the avenue for good dialogue and helps the candidates understand the role and brand better. The answers provided will help the interviewer understand candidates better.

It also helps recruiters understand the extent of the candidate’s abilities and their interest in/towards the brand.

Also Read: Hiring DEV Talent: SQL Interview Questions

Interview questions to ask cybersecurity candidates

Here’s a list of 20 cybersecurity interview questions that you should ask if you want to hire the best candidate:

#1 – State your personal achievements and certifications in cybersecurity.

This is an important question, it will help you understand the candidates’ qualifications and experience. It will give you a brief look into their academic journey in cybersecurity as well from which you can ascertain if they’re a good fit for the role or not.

Any candidates who have put in the work will clearly stand out from the rest.

What Should You Look Out For?

Keep an eye out for applicants who have certifications that could close the gap in your cybersecurity system.

Don’t just look at their qualifications, look for candidates who are willing to learn on the job as well, why?

Because you need someone who can constantly grow with the organization.

#2 – Tell us, If you were a hacker, how would you steal our information?

This is a unique question and in simple words, you should look out for unique answers.

Cyber-criminals, typically are able to get into several well-protected systems because they’re either one step ahead or are extremely abstract in their thinking and if you want to keep your systems/data safe, you need someone who can match their abstract thinking.

You need someone who can understand the way they think and should be able to come up with solutions for the same.

What Should You Look Out For?

Look out for practical yet hypothetical problems with solutions. Also, someone who can read patterns and predict future trends in the digital world will be of great help, undoubtedly.

#3 – What is effective cybersecurity? How would you quantify it?

One of the cybersecurity interview questions that need not have a correct answer, you should ask this question to understand your candidates’ definition of effective cybersecurity and the parameters he/she would follow to quantify the same.

Of course, every answer will not be the same, but this will also help you differentiate between people who’ve had practical experience and those who haven’t. Although answers may vary, a good candidate will use practical examples and offer practical parameters for measuring different aspects of effective cybersecurity.

What Should You Look Out For?

Look out for the methods they use to define effective cybersecurity and more importantly, you need to know how the candidates rate and understand the different parameters involved.

#4 – When building firewalls, do you choose closed ports or filtered ports? Explain why

Talking tech terminologies and understanding them are two different things, this question helps you understand if the candidates have sound knowledge of the basics. Anyone who has been in this field will answer this question with relative ease.

#5 – Tell us about a time when you had to resolve an issue after finding a vulnerability issue in your company’s server.

The answer to this question will tell you how good the candidate is at figuring out problems and weak spots in the server. You will also be able to assess them on their problem-solving skills.

What Should You Look Out For?

The ability to take initiative, and always trying to be one step ahead are two things you should look out for here.

#6 – If there was a massive security breach? How would you inform your superiors of the situation?

One thing has always been clear in business, communication is everything, it does not matter how skilled you are, if you cannot communicate with other people within the organization, then you are not helping the organization grow.

It also helps you see how well the candidates can communicate the problem to people who aren’t well versed in tech.

What Should You Look Out For?

Look out for the ability to explain tech terms in a non-technical way. Someone who can explain the gravity of the situation without disrupting any peace.

#7 – Tell us about how well you work with a team. Give an example as well.

Working together with other employees and teams when necessary is an important part of the job description, you need individuals who can build rapport and work with other team members as well. A lone wolf is of no use to a company.

What Should You Look Out For?

It goes without saying that you need to keep an eye on someone who can be a great team player.

Again, look for moments of hesitation when you ask this question, it could indicate they may not play well with a team.

#8 – Did you ever identify an incoming cyber-attack? If so, how did you handle the same?

This can give you an insight into how good the candidate is at identifying incoming attacks, be it internal or external threats. Also, it gives you a picture of how they are handled from which you can ascertain their effectiveness and the candidates’ ability to think/act quickly.

What Should You Look Out For?

Intricate information about the cyberattacks and the candidate’s responses to the same.

#9 – What do you use in your home network?

A simple yet effective cybersecurity interview question, it will help you understand the candidates’ personal preferences in tech and how they make use of it. It is also an indication of how well the candidate’ knows the tools he’s using.

What Should You Look Out For?

Keep an eye out for how the candidate uses his/her setup, even if they don’t have the latest setup, what matters is how effectively they use their current ones.

#10 – What do you think is this organization’s cybersecurity risk?

Of course, he may not be able to give the most accurate answer given the fact that he doesn’t know all the details involved. But if the candidates recommend a one-for-all solution, that is not what you’re looking for.

You need someone who can do a risk assessment with the relevant information and accordingly comes up with an effective solution.

What Should You Lookout For?

Look out for candidates who ask for certain specific information when they’re faced with this question, you want people who will understand your system and its intricacies.

#11 – If you were our cybersecurity expert, what would you want from our company to get the job done?

In this question, it’s not just about obtaining software and quoting prices. You should look for the candidates’ interest to work with other teams for better outcomes.

You should understand if the candidates’ request is feasible or not and if it is, is it worth spending that money?

What Should You Look Out For?

Candidates who don’t just name tools and software but know how to make effective use of them and are able to come up with viable solutions.

#12 – How will you prevent a brute-force attack?

one of the cybersecurity interview questions that will help you understand how good the candidate is when it comes to preventing an attack. It will tell about the preventive measures that the candidate is familiar with.

#13 – Has there been an instance where you’ve taken down your company’s network while testing?

Although that shouldn’t happen, it is quite unavoidable. For candidates to admit the same and their experience may not be the best thing to do, but the truth is quite the opposite.

If a candidate opens up about an incident where he took down the company server, it reflects honesty and you need honest people on the team. Everyone makes mistakes, but they should be accepting of it as well.

What Should You Look Out For?

It’s simple, look out for genuine answers that reflect their honesty.

#14 – Are cybersecurity certifications the most important?

A ton of candidates nowadays come with multiple certifications, but do they think it’s the most important?

Their answer will tell you a lot about them. Of course, certifications are important but the experience will always matter slightly more. The reason for asking this is, that you need someone who understands that practical cybersecurity problems aren’t like certification courses.

What Should You Look Out For?

For candidates with relevant certifications and experience to back it up as well.

#15 – Do you have an emergency procedure in place?

Cybersecurity professionals must concentrate on both regular surveillance and application as well as long-term planning and development. This is done to prevent cyberattacks and if a cyberattack happens, they should have a contingency plan in place.

These cybersecurity interview questions will help you understand if the candidate can think one step ahead at all times.

What Should You Look Out For?

Keep an ear out for practical contingency strategies and also for prior experiences that state the same.

#16 – What is the difference between IDS and IPS?

This will help you understand how well the candidate knows his basics. IPS is basically to scan and identify incoming cyberattacks. IDS is a monitoring system.

What Should You Look Out For?

For a detailed difference between the two as they are different and yet they work together. Someone who knows will be pretty experienced.

#17 – Explain system hardening.

This refers to software and methods used to protect vulnerable systems in the organization. You need someone who can compress the attack surface effectively.

What Should You Look Out For?

A practical example of them hardening any system and how it helped.

#18 – Polymorphic viruses: What are they?

You need someone who can not only identify attacks but identify viruses as well, especially the ones that can change after it infects a file.

As an organization prone to this risk, you need someone who can identify this and provide a solution for the same.

What Should You Look Out For?

Practical ways of identifying polymorphic viruses and effective solutions. Also, look for any experience related to the same.

#19 – Explain active reconnaissance.

This refers to reconnaissance by the attackers. But this isn’t a direct attack, it’s a recon mission of sorts, mainly to steal data.

You need someone who can differentiate between different types of attacks and provide positive outcomes for the same.

What Should You Look Out For?

For any experience of the same and how they handled it.

#20 – How would you strengthen our company’s cyber defense?

You need someone who will proactively suggest effective solutions to safeguard to company’s systems and servers.

What Should You Look Out For?

Questions about the current system to make said suggestions, will help you understand how well the candidates can understand your system and provide defensive solutions for the same.