How to Interview Quantum Talent: A Practical Guide for Hiring Managers

Hiring quantum professionals is one of the most competitive challenges facing tech companies today. With a limited global talent pool and demand far exceeding supply, candidates often hold multiple offers and can afford to be selective.

A poorly structured interview process can result in losing top talent or hiring someone who is not the right fit. Structured, thoughtful interviews that balance technical depth with collaboration and culture fit are essential.

Why Interview Strategy Matters in Quantum

The quantum technology sector is growing rapidly. Roles with quantum in the title increased by around 180% between 2020 and mid-2024, reflecting a worldwide expansion of opportunities.

Yet demand still significantly exceeds supply. Industry analyses suggest there is only about one qualified candidate for every three quantum job openings globally.

This imbalance is not just a hiring challenge; it is a strategic priority. Organisations that conduct efficient, insight-driven interviews are far more likely to secure the right talent and succeed in R&D, product delivery, and innovation.

1. Prepare Beyond the Resume

Quantum professionals often come from specialised backgrounds in physics, engineering, computer science, and applied mathematics. Resumes alone rarely show the full depth of a candidate’s expertise or how they think.

Before the interview, hiring managers should:

• Review publications, patents, conference talks, or open-source contributions.
• Identify if the candidate’s strengths match the role, for example, quantum software versus hardware development.
• Clarify whether the candidate prefers a research-focused role or one tied to product engineering.

Early clarification helps candidates feel valued and reduces mismatches later in the process.

2. Blend Technical Assessment with Practical Problem-Solving

Traditional technical assessments, such as generic quizzes, often fail to reveal how candidates approach real-world problems. Use case-based technical questions tailored to the role instead.

Example questions for quantum roles:

• Quantum Software Engineer: “Given a noisy intermediate-scale quantum circuit, how would you optimise it for fidelity and reduce the number of qubits used?”
• Quantum Hardware Engineer: “How would you diagnose unexpected decoherence in a superconducting qubit setup?”
• Quantum Algorithms Researcher: “Describe your approach to designing an algorithm for a near-term quantum advantage problem.”

A short practical task, such as reviewing code, analysing a circuit diagram, or discussing a hypothetical experiment, can show problem-solving ability and communication skills.

3. Assess Soft Skills and Collaboration Potential

Quantum teams are highly interdisciplinary. Engineers, physicists, software developers, and product teams need to work together, so collaboration and communication skills are as important as technical ability.

Useful behavioural questions include:

• “Describe a time you explained a complex technical concept to a non-specialist.”
• “Tell me about a project where a key experiment or prototype failed. How did you respond?”

Including peer interviews with potential team members can also help assess cultural fit and collaboration style.

4. Be Transparent About Role Scope and Growth

Clarity helps candidates feel confident about joining your team. Quantum professionals care about:

• Whether a role focuses on fundamental research or product delivery.
• Opportunities to publish, attend conferences, or mentor others.
• Clear pathways for career growth, especially in a field where roles and expectations change rapidly.

Discussing these points openly demonstrates respect for the candidate’s aspirations and helps reduce turnover.

Hiring quantum talent is more than a recruitment task; it is a strategic decision that can influence technological outcomes and business success. By preparing thoroughly, using practical technical assessments, and aligning expectations from the start, you improve both the candidate experience and your chances of hiring the right person.

At IntaPeople, we specialise in helping quantum teams design effective interview processes, provide insights into competitive hiring practices, and secure top global talent efficiently.