Look for evidence of learning speed
A junior candidate does not need to know everything. They need to show they can learn, absorb feedback, and improve quickly.
That is why project work, reflection, and code reviews are often better signals than keyword-heavy resumes.
Evaluate how they communicate
In a startup, communication quality can matter as much as technical skill. Can the person explain a decision, surface a blocker early, and work with others without creating noise?
Those habits save time and reduce risk when teams are small.
Use projects as assessment tools
A small but realistic build exercise reveals far more than a generic interview answer. You can see how candidates scope work, ask clarifying questions, and handle ambiguity.
That is why internship-style programs are useful for both training and evaluation: they create a low-risk environment where talent can be observed in action.
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