Hello Lucas. Thank you for your feedback!

I like to divide the process into two components: A technical one, where we evaluate the expertise of the candidate in terms of code, architecture, patterns, problem solving, algorithms, etc.

And a second, where we check the behavioral profile: coaching, mentoring, management, stress management, and so on...

Personally, I find very difficult to find someone I consider a Senior, since being a Senior means different things from organization to organization. I believe its more productive to find a mid-range engineer that we perceive to have potential to grow and become a senior engineer