Blog Posts

CodeFights Engineering Profile: Albina Ezus

There’s been a lot written about the gender gap in technology. The good news is that more and more companies are working to close the gender gap, and technology is helping as well.  We’ve had a lot of feedback from both recruiters and engineering teams that CodeFights’ skills-based recruiting has helped them source, measure and hire candidates in a much more objective way. Albina Ezus is one of our rockstar software engineers at CodeFights. She came up with all the

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How to Swim with the Big Fish (When You’re Not One)

How to swim with the big fish when you're not one

You work for a tech startup that has both an innovative product and an impressive story. Since the company’s founding a couple years ago, the sales team has significantly grown the user base. Revenue is up, and customers are requesting new features. So much so, in fact, that you’ve had to quickly ramp up hiring for software engineers. Despite the many positive trends, one thing remains true: Your company is still a small fish in a gigantic pond. And, to

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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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You Can’t Always Get the Developers You Want…but with Flexibility You Can Get the Ones You Need..

Another week passes, and you’re still no closer to filling the position. Unlike most job openings that you’ve recruited for, this one has been particularly challenging. Your development team has tasked you with the near-impossible mission of recruiting a Ruby on Rails expert who is also willing to relocate to your corporate office. Ruby on Rails engineers are hard enough to come by, but someone who is willing to pack up and move? That’s doubly complicated. You’ve spent countless hours

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How to Free Up More Time When Recruiting Developers

How to Free Up More Time When Recruiting Developers

You look up from your desk, and it’s already 6:38 pm. Another busy day has drawn to a close, but what do you have to show for it? Despite reaching out to dozens of seemingly qualified engineers, only a handful have expressed marginal interest in your Full Stack developer position. As you know all too well, these days hiring programmers is not for the faint of heart. If you want to find the right technical talent, you’ll just need to

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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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Why Experience Diversity Matters in Tech

Why Experience Diversity Matters in Tech

Diversity, as a concept in technical recruiting and hiring, covers a lot of ground. It can include race, gender, sexual orientation, age, and religion. Diversity can also include different thinking, working, and communication styles. But there’s one specific form of diversity doesn’t get a lot of press, but is extremely important for companies that want to build innovative engineering teams: experience diversity. Experience diversity basically refers to having a variety of different life experiences and backgrounds. These experiences will naturally

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Recruiters, Resumes are Steering You Wrong

Resumes are Misleading

Self-reported skills are misleading. As a technical recruiter, this isn’t news to you! You’re probably all too familiar with the pain of finding a prospect who looks like a great match on LinkedIn, only to realize that they’re nowhere near as knowledgeable as they made themselves out to be in their profile. Or the pain of having a seemingly great candidate knocked out of the running at the phone screen because they’re not as skilled as their resume implied they

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CodeFights Customer Stories: Ascend.io

“The engineers that we have hired from CodeFights are incredibly strong.  Try it. There’s really nothing that you have to lose and you only have a bunch of incredible candidates to gain.” — Megan Stern, Technical Recruiter, Ascend.io Traditional resume-based recruiting delivering unqualified candidates Ascend.io develops big data analytic solutions and has an extremely high technical bar for their engineering team.  Megan started at Ascend when the company was just five people and was hired to build out a strong

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Evaluating Engineers: A Guide for Recruiters

Evaluating Engineers: A Guide for Technical Recruiters

When you’re not an engineer yourself, evaluating technical talent can seem like a daunting task. For technical recruiters, the specter of this scenario constantly looms: The candidate’s resume looked good. Your initial phone call went fine and didn’t raise any red flags. Maybe the person even did fine on the take-home coding challenge. But once they got to the technical phone screen – or worse, the onsite – you knew that something was wrong. Or maybe the candidate didn’t get

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