Agile Developer

Product Owner

About this test

Brief test introduction

This test is designed to help you assess the agile experience of any individual contributor that you’re considering for your team. Agile can take many forms, and these questions will help you assess how closely your candidate’s experience with agile matches your organization’s approach to agile. After completing this test, you will have a great starting point to assess your candidate’s fit with your current team.

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies, or freelancers you have, and offers guidelines on which programmers to proceed with, and which ones to discard. Kandio will give you clear indications, so you can hire on proven candidates instead of empty talk.

How to use the test

We suggest that you use our tests before your interview process to know which ones to shortlist. The final Kandio report should be a piece of conversation with strong candidates, rather than a disqualifying process in a late-stage interview process.

Who can users use the test?


  • Customers should use this test to evaluate the level of agile experience of a software developer.
  • This test is not intended to serve as a stand-alone evaluation of a candidate’s specific agile skills, but rather in conjunction with another skill assessment to help judge a candidate’s level of exposure to different agile concepts.
  • The results of this test would be ideal for a conversation tool to discuss how a candidate’s previous experience with agile might best match the agile approach in use at the hiring organization.

Ideal candidates for this test are

  • Developers with at least 2 years of experience working in an agile environment.

Which areas (chapters) will be covered in the test, and why was it chosen that way?

Agile fundamentals

This chapter covers the fundamentals of agile approaches, such as responding to change and the importance of delivering working code quickly.

The concepts in this chapter are drawn heavily from the 4 tenets of the Agile Manifesto, which are used to assess a candidate’s general understanding of the core values that underlie most agile methodologies.

Working with an agile team

This chapter covers the values individuals should consider when working as part of an agile team, such as how agile teams think about roles and responsibilities.

The concepts in this chapter are an excellent choice for evaluating how well a candidate may integrate with the hiring organization’s existing agile culture.

Agile engineering practices

This chapter covers the day-to-day tactical engineering practices commonly in use by agile teams, such as Test-driven Development and Pair Programming.

These concepts are intended to assess a candidate’s understanding of the practical side of agile development, beyond simple agile project management.





Maximum completion time

26 minutes

Chapter(s) 3
  • Agile engineering practices
  • Working with an agile team
  • Agile fundamentals
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Most recent Agile Developer score
Agile Developer
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Agile engineering practices
Agile fundamentals
Try a sample question from our Agile Developer specialist
An agile development team is focusing on completing work for an upcoming release. A new competitor has recently emerged in the marketplace and now this team must add additional features to gain parity with this new competitor. Which of the following would be acceptable options for this team to consider in response?

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Made by one of the leading experts

As a leading voice in agile, Kandio offers me the ability to help organizations find those individuals who are the best fit for how they work.

Jeremy Jarrell

Jeremy Jarrell

Jeremy Jarrell

I’m Jeremy Jarrell, and I’m a product leader and author who helps teams get better at what they love.

I work one-on-one with Scrum Masters and Product Owners to help both them and their teams reach their full potential. I’ve also helped numerous early-stage companies develop the product visions and strategies that led to their later success.

I’m now sharing the knowledge gained from years of experience working with agile product teams to help your organization identify those individuals who will truly add value to your team, through the Kandio platform.

My Experience

With nearly 20 years of experience working with technology teams, I’ve served as a developer, Scrum Master, and Product Manager.

Throughout that time, I’ve focused on helping early-stage companies bring a game-changing product to market in an agile way.

My Achievements

Recognized as a leading voice in the agile product development community, I’ve helped almost 400,000 students experience a better way of working through online agile training.

But what matters, even more, is that I’ve worked one-on-one with an incalculable number of students, helping them become more effective as individuals, so they can help their teams realize their true potential.

Recruiters who also used this tests
24 Questions Agile Scrum Master • • •

94% of all questions our support receives, can be answered in the below FAQ

I have many candidates - will they all receive the same questions for equal assessment?
Short answer:

Yes, all candidates are equally assessed, when you use Kandio.

Long answer:

All our tests have different questions that might or might not change from vacancy to vacancy.

However, once you lock a recruitment round in, the questions will lock in as well for all candidates going through your assessment, so that they are equally screened.
How can the exam score help me to make a better hiring decision?
Overall it would be best if you kept in mind that Kandio offers help with assessing your total pool of candidates. The point with this plan-of-attack is to give you a tool that will enable you to pinpoint the very underqualified candidates quickly, and promptly discard of them. As well as locating the strong candidates, and invite them for an interview before your competitor does.

The difficulty of our tests is serious in general and is meant to find the lesser qualified. So you shouldn’t disqualify a candidate at 67%, just because you have someone who’s testing 70%. Or even 85%.

Kandio is a tool you should use in addition to other means such as:

- Common sense
- Gut feeling
- Internal screening
- Other assessment tools from Mandomedio
- Experience of the candidate
- Career goals of the candidate

The reason we have priced Kandio the way we have is that it’s meant to be used alongside other decision factors, and not as a sole dictation of which candidate to employ.
Why Kandio over other tests? And why not a free-writing test?
All Kandio assessments have a difficult multiple-choice approach and a very clear and tangible scorecard at the end. We only work with objective measurements and completely disregard candidate values such as consistency in work, ability to teamwork, humanity, and care for colleagues, sociality, and the likes.

The reason for this is that in today's tech-oriented world, we often see a significant amount of different solutions to the same problem. If we offered free-write assignments, candidates would need to be assessed one by one, which obviously would be impossible at our price point.

With us, you're buying access to a robust set of exams, written by the world's best authorities, with well-functioning scorecards to make recruitment easier. And on top of that, we are using big-data to benchmark all your candidates across other similar candidates.
How difficult are the tests Kandio offers my candidates?
All our tests are authored with serious difficulty in mind. We accept only the best test authors onto our platform, and a fixed percentage of revenue goes directly to our authors to keep content updated, and authors happy.

Our goal is to weed out the least competent candidates in the most common knowledge within your desired field.

Because of this, you should keep in mind to adjust your salary expectations and level of acceptance, if you’re looking for junior roles, mid-level roles, or senior roles.
How do I adjust the level of my test to match the qualifications of the position I’m trying to fill within my company?
You don’t. Our tests are made with such difficulty in mind, that they would challenge all skill levels regardless of seniority. We almost never see any candidate getting everything correct on our exams.

If you are trying to fill a senior role, you would probably want candidates to score above 60% in Kandio. If you’re looking for a junior role, you could probably settle with 30%-50%

If you want a very junior role, that you can train along the way, you would be looking at 30%-50%.

We wouldn’t recommend considering any candidate below 20% unless you have clear indications from other factors of decision making.