If you want to test a new developer before you commit, write down three goals before day one and score them on day ten. That turns a two-week trial into a real answer, not a gut feeling. It matters because most bad hires are not obvious in week one. They only feel "off", and a feeling is hard to act on.
This guide gives you the three goals, a simple scoring method, and a plan for the first ten working days.
Why do trials end with a gut feeling?
Most managers start a trial with no definition of success. So on day ten they ask themselves, "Do I like working with this person?" That question is easy to bend either way.
A likeable developer who ships little can feel like a good hire. A quiet developer who delivers can feel like a risk. Without goals written in advance, you are judging personality, not work.
The fix is small. Decide what a good two weeks looks like before the person starts, and write it down where you can find it.
What three goals should you set?
Keep it to three. More than that and you will not track them. Each one should be something you can answer with yes, partly or no.
- One real task finished alone. Pick a small piece of real work from your backlog. Not a toy exercise. It should be something your team would otherwise do, with a clear definition of done.
- How fast they reply. Agree what "fast" means on day one, for example a reply to a direct message within a few working hours. Then watch what actually happens.
- One thing improved without being asked. This could be a unclear README, a flaky test, a missing check or a confusing ticket. You are looking for ownership, not heroics.
These three cover the basics of any hire: can they do the work, can you reach them, and do they care about the result.
How do you score the goals on day ten?
On day ten, sit down for ten minutes with your notes. Score each goal with one of three answers.
- Yes: it happened clearly, with little help from you.
- Partly: it happened, but late, with heavy help, or only half done.
- No: it did not happen, or you cannot point to evidence that it did.
Then read the pattern. Three yeses is an easy decision. Two yeses and a partly is usually worth continuing. Any no on the first goal deserves a hard conversation before you commit.
This is our view, not a rule. Adjust the thresholds to your team, but decide them before the trial, not after.
What should you do in each week of the trial?
A trial needs some structure, or the goals slip. Here is a simple plan.
- Day 1: share the three goals with the developer. Yes, tell them. A good engineer will want to know what success looks like.
- Days 1 to 3: give access, a short walkthrough of the codebase and one named person to ask questions.
- Days 3 to 8: hand over the real task. Do not hover. Check in at agreed times only.
- Day 8: ask what they would improve in the setup so far. This is where goal three often shows up.
- Day 10: score each goal, then have an honest talk with the developer about the result.
If you are unsure what a strong profile looks like before the trial even begins, our guide on how to read a developer's score before the interview helps you spot where to probe.
What should you do this week?
You do not need a new tool to start. You need a page of notes.
- Pick the real task you would give a new hire. Write the definition of done in two sentences.
- Write down what a fast reply means for your team, in hours.
- Think of one thing in your codebase or process that a fresh pair of eyes could fix.
- Put the three goals in a short document and share it on the first day.
- Book a ten-minute slot in your calendar for day ten.
That is the whole method. The value comes from writing it down before you know how you feel about the person.
How does Talent Navigator make the trial safer?
A trial only helps if you can walk away without a penalty. Every Talent Navigator placement comes with a 2 weeks risk-free trial, so you can run this exact test before you commit.
The trial also starts from a better place. Every visible profile has already cleared a supervised technical test, a communication score, a video introduction and verified education and work history. You are testing fit with your team, not checking basics from scratch.
There is no recruiter in the middle, and you pay in credits to unlock profiles, never a percentage of first-year salary. If you want a shortlist quickly, the network gives you a first one in 48 hrs.
Frequently asked questions
How long should a trial period for a new developer be?
Two weeks is enough to answer the three goals above if you give real work from the start. Shorter than that and you only see onboarding. Every Talent Navigator placement includes a 2 weeks risk-free trial.
What if a developer scores partly on every goal?
That usually means the match is possible but not proven. Look at why: was the task unclear, was access slow, or did the person struggle? If the cause was on your side, fix it and talk it through before you decide.
Should I tell the developer about the goals?
Yes. Sharing them on day one is fair and it gives you a better read, because the person can aim at the same target as you. A hidden test measures how well they guess, not how well they work.
Ready to try it on your next hire? Post your first job free and start with a shortlist of developers who have already been tested.