An intake interview with a freelance IT professional often lasts only an hour, and in that hour you have to decide whether to bring someone in for weeks or months. How do you surface in that short time whether someone is technically strong, fits you, and can handle the job?
In this article I give you a practical approach to assess a freelance IT professional in an intake, with concrete questions and signals to watch for. That way you base your choice on more than a gut feeling or a nice CV.
This blog is for clients: IT managers and hiring managers who conduct intake interviews with freelancers themselves.
As an intermediary I conduct many intakes, and I share here the approach I use myself. No interview trick, but a way to assess honestly and precisely whether someone is the right one for your assignment.
What do you want to get out of an intake interview?
Three things: whether the IT professional can technically do what you need, whether they can handle the job in your context, and whether it clicks personally and in terms of working style. A CV shows what someone has done, but an intake shows how someone thinks, communicates and fits. The latter often determines whether an assignment succeeds.
A good intake is not a checklist, but a conversation that exposes these three layers. So prepare with a few targeted questions per layer, and leave room to probe. The best signals often come from how someone answers, not just from what they answer.
How do you assess technical knowledge?
Not by ticking off a list of tools, but by asking about concrete experience. Have the IT professional describe a project that resembles your assignment: what was the situation, what exactly did they do, which choices did they make and why? Those who really did it can explain the details and trade-offs effortlessly.
A few questions that expose technical depth:
- "Describe a project that resembles this assignment. What exactly was your role?"
- "Which technical choice in that project would you make differently now, and why?"
- "What problem did you run into, and how did you solve it?"
- "How do you keep up in a field that changes quickly?"
Watch whether someone can go into concrete details or stays stuck in generalities. Those who really solved a problem talk about the trade-offs and the mistakes along the way. Vague, smooth answers without details are a signal to probe deeper.
How do you assess whether someone can handle the job in your context?
Technical knowledge is one thing, but can someone deliver independently in your environment? Ask how they work: how do they approach a new assignment, how do they get up to speed, and how do they deal with ambiguity or changing requirements? A freelancer must be able to run independently quickly.
Also ask about the practical side of self-employment. Do they work for multiple clients, how do they plan their work, and how do they deal with responsibility and risk? Those answers say something about their professionalism, and immediately touch on the signals of genuine entrepreneurship that also count for the Dutch DBA Act. Want to know which signals those are? Read our guide to the 9 assessment factors of the Dutch DBA Act.
How do you assess the personal fit?
The fit often determines whether a technically strong freelancer actually succeeds in your team. During the conversation, watch communication: does someone explain complex matters clearly, do they listen, and do they ask good questions about the assignment themselves? Those who ask sharp questions think along and understand what you need.
Afterwards, ask yourself: would I enjoy working with this person, and does their way of working fit ours? A freelancer who asks good questions about scope, expectations and collaboration shows they take the assignment seriously. That is often a better signal than a slick story.
Which signals are a red flag?
A few things to be alert to. Those who only speak in generalities and cannot go into concrete details may not have done the work themselves. Those who ask no questions about the assignment may not take it seriously. And those who can do everything and say yes to everything are often less reliable than those who honestly name what they do not know.
A few red flags in a row:
- Only vague, general answers without concrete details
- Not a single question about scope, context or expectations
- "I can do anything" without indicating limits
- Unable to explain why they made certain choices
- Unclarity about availability or other assignments
One red flag is not immediately a rejection, but a reason to probe deeper. It is about the overall picture: does the story hold up, does it click, and do you trust that this person delivers? Trust your reasoned impression too, not just the answers.
Frequently asked questions about assessing a freelance IT professional
How long should an intake interview last?
Often an hour is enough to assess the three layers, technique, context and fit, provided you prepare with targeted questions. For a complex or long-running assignment, a second conversation or a technical deep-dive can be useful. The quality of the questions counts more than the duration.
Should I administer a technical test?
Not always. For many roles, a good conversation about concrete experience gives a sufficient picture. In case of doubt or for highly specialist roles, a short technical case or a conversation with a technical colleague can help. Weigh the effort against the importance and complexity of the assignment.
How do I assess someone if I am not technical myself?
Ask for concrete examples and watch whether someone can explain clearly and in a structured way. A good specialist can make complex matters understandable. In case of doubt, involve a technical colleague or an intermediary who can test the content. You then mainly assess communication, approach and fit.
What is the most important signal in an intake?
Whether someone can go into concrete details about what they did themselves. Those who really executed a project talk effortlessly about choices, problems and trade-offs. Vague answers without details are the most important signal to probe deeper or be careful.
How do I avoid going by a nice CV?
By probing in the conversation on what is on the CV. Have someone concretely describe a project from their CV: role, choices, problems. A CV shows what someone says they have done; the intake shows whether they can also really explain and account for it. That difference is crucial.
Conclusion: assess on three layers, and probe
You assess a freelance IT professional in an intake on three layers: technical knowledge, whether they can handle the job in your context, and the personal fit. The key is probing on concrete experience, and watching whether someone can go into details or stays stuck in generalities.
For whom is this most relevant? For clients who conduct intakes themselves and want to sharpen their assessment. For whom less? For those who outsource selection to an intermediary who does the pre-selection.
My advice: prepare with targeted questions per layer, and trust the overall picture of story, click and reasoned impression. A good intake prevents an expensive mismatch, and that is more than worth the time.
Want to hand over the pre-selection?
Want the intake and pre-selection done for you, so you only meet a suitable candidate? Plan a no-obligation call with me. I assess the freelancers personally before I propose them.
Note: this article is general information. Regulations around the Dutch DBA Act may change; for current information, consult rijksoverheid.nl or belastingdienst.nl.
