How we look for potential - on tests, interviews, and less than one percent
Our selection process is not about who knows the most code right now. It is about who will learn fastest, handle complexity, and grow in a professional technology environment. Here is how we do it.
We are often asked what it takes to get in.
The short answer is that there is no single thing.
Four steps
The process starts with an application and a review of education, projects, and academic records. From there, a selection moves on to assessments of analytical ability and problem solving.
Those who perform strongly are invited to in-depth interviews. Finally, the places in the cohort are allocated.
In our autumn cohort, less than one percent of applicants made it all the way through.
What the tests actually measure
We use standardised assessments of inductive and deductive reasoning, benchmarked against a Norwegian norm group. They measure the ability to spot patterns, draw precise conclusions, and maintain quality under time pressure.
The tests do not measure how much you know about a framework. They say something about how quickly you can learn a new one.
Every candidate in the autumn cohort performs in the top 15 to 20 percent in Norway. Several sit in the 99th percentile on both inductive and deductive reasoning.
But potential alone is not enough
Tests give a good starting point, but they do not tell the whole story. In the interview we look for something else: genuine interest, the ability to reflect on your own experience, and the willingness to stay with something difficult.
We like to ask about personal projects. Not because we require candidates to have built something impressive, but because taking the initiative entirely on your own says a great deal.
The strongest applications are almost always from someone who has done something beyond the curriculum.
Why we take so long over it
Selection takes time. But when classes are small and every learning path is individually tailored, each place matters a great deal.
We need to know the candidate will thrive, learn quickly, and fit the team they are joining.
We are not looking for the people who know the most today. We are looking for the people who will know the most in two years.