Objectively Measuring Code Quality

objectively measuring code quality

“All of the software engineering candidates seem equally qualified. Which one should we hire?” For technical recruiters like you, it’s very frustrating to hear these words from your engineering department. After all, you’ve worked hard to fill the funnel with highly qualified candidates, host interviews, coordinate technical assessments, and schedule on-site visits. Surely there’s enough data to make an informed decision — right? If indecision and gut reaction is plaguing your hiring process, perhaps it’s time to revisit your company’s

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The Bottlenecks that Bog Down Your Recruiting Process

Tired of feeling bogged down by recruiting bottlenecks? Maybe it’s time you stopped working in your pipeline and started working on it. Start by objectively evaluating your workflow and then seek solutions that will yield greater efficiency. It’s easy to feel overworked and underappreciated as a technical recruiter. You put in long hours sifting through countless profiles on job boards, only to be consistently disappointed by the handful of developers who actually apply. To make matters worse, your engineering team

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Guest Post: AI Will Dominate Recruiting – So Prepare For Major Changes In These Areas

AI Will Dominate Recruiting – So Prepare For Major Changes In These Areas

Most recruiters are busy with their day-to-day work. So, some fail to realize that many recruiting processes and tools currently in use will soon improve significantly by the continual learning provided by Artificial Intelligence (AI). In addition, not only will AI and its advanced cousin Machine Learning (ML) make recruiting processes faster and cheaper, soon and in many cases are already adding significant new capabilities that were simply not possible with legacy systems. However, relax, this isn’t a job security

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Diamonds not Dirt

Diamonds not Dirt

Your product team just informed you that they need to hire five Full Stack developers – all by month’s end. As the request sinks in, you begin to think through the monumental effort that will be required to pull this off. Hiring a single Full Stack developer is hard enough. But five all at once? Seriously? Most recruiters in your shoes would commence the arduous process of posting ads and combing countless Linkedin developer groups and profiles. Part of you

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CodeFights Customer Stories: Wizeline

“You would be wrong to assume that CodeFights is just like any other other tool to automate technical recruiting on the markets. CodeFights should be your weapon when it comes to attracting technical talent.” – Vidal Gonzalez, Wizeline CTO Wizeline builds scalable software solutions (like AI-driven chatbots) for its customers. Since they create software for other companies, they need to make sure that their engineering team is full of innovative, talented engineers who can deliver amazing products quickly. Wizeline is a

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The Culture Fit Trap

Don't Hire Engineers for Culture Fit - Hire for Skills

Companies – especially companies in Silicon Valley – have long prized the idea of culture fit. Culture fit is, as a concept, a little bit nebulous, but in general it refers to the idea that a candidate “fits in” with the existing company and team dynamics. On the surface, this seems like a great idea. After all, why wouldn’t you want to hire someone who seems like a good match for your engineering team? The thinking is that they’ll integrate

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Test the Right Skills With Your Coding Assessments

Creating coding tests to assess developers

The initial coding assessment is a crucial component of any technical recruiting process. It allows you to weed out unqualified candidates at the top of the funnel. In turn, this gives you and your team more bandwidth to concentrate on the qualified ones. It also lets your candidates learn a little more about the role and your company. This leads to a better candidate experience, which is a key component of keeping top talent engaged in your process. But it

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Introducing the CodeFights Sourcing Assistant

We’re very excited to announce the launch of our new CodeFights Sourcing Assistant! This new sourcing tool predicts whether a prospect on LinkedIn will be a good match for your open engineering roles. The Sourcing Assistant is powered by machine learning to make recruiting faster, easier, and more effective. How the Sourcing Assistant works The CodeFights Sourcing Assistant is a Chrome extension that’s available only for CodeFights Recruiter customers. In the background, the Assistant analyzes the necessary skills for a company’s

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Stop Focusing on Degrees – Recruit for Skills Instead

Recruit for skills, not for credentials or pedigree

The tech industry’s talent shortage is no secret, but let’s go over the numbers again just for the heck of it. According to data collected by Code.org, there are over 500,000 unfilled technology-related jobs right now. But only about 49,000 people graduated into the workforce from computer science programs in 2017. The numbers are clear: There just aren’t enough computer science students graduating each year to fill all the available roles. And it doesn’t look like things will change anytime

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Find Engineers Your Hiring Team Will Love

Skill Verification Will Revolutionize Your Tech Recruiting

Technical recruiters, does this scenario sound familiar? You work hard sourcing candidates, looking through resumes, and reaching out to high-potential prospects in order to find engineers to fill your company’s crucial open roles. But sometimes you feel like your efforts are for nothing: The engineering team rejects most of the likely candidates you find for them. Maybe they reject them right away, just based on their LinkedIn profile or resume. Or maybe it’s later on, after a phone screen or

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