Candidate Experience: The Key to Hiring Top Developers

Candidate Experience: How to Hire Skilled Engineers

What is candidate experience? The phrase candidate experience gets thrown around a lot in the recruiting and talent acquisition world. But what does it actually mean? Basically, candidate experience describes the entirety of a candidate’s interactions with your company. Candidate experience captures how candidates feel about your company before, during, and after the recruiting and hiring process. This concept includes every interaction they have with a company, starting with their first message from a recruiter to the offer package (if

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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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It’s Time to Kill The Resume

It's time to kill the resume: how skills-based recruiting will change how you assess candidates

We’re going to make a sweeping statement here that may shock you: Resumes are a waste of time. Or maybe it doesn’t shock you. Most recruiters dislike having to wade through stacks of resumes, so we’re probably preaching to the choir here. So much time gets spent on resumes! Job seekers spend hours crafting the perfect bullet points. Recruiters spend hours looking these resumes over, trying to find the perfect leads to pursue. When we say that resumes are a

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CodeFights Talent Story: Marcus Currie + Evernote

What does it take to go from being an industry outsider to becoming a software engineer at one of the best-known companies in Silicon Valley? Marcus Currie started using CodeFights because he wanted a platform that would help him prepare for technical interviews. He ended up with much more than that! With CodeFights, Marcus leveled up his programming skills, connected with several high profile companies, and ended up with his dream job. Catching the software development bug Marcus Currie majored

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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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Top 10 Recruiting Tips from the CodeFights Talent Team

Top 10 Recruiting Tips from the CodeFights Talent Team

At CodeFights, our engineering team is growing quickly! When we need to make a hire, we don’t have a ton of time to spend sourcing prospects, screening the high-potential ones, or interviewing candidates. And we know our clients don’t either. But with an industry-wide time to fill average of 59 days (according to data from Workable), how do we beat the odds and make great engineering hires fast? We got the CodeFights talent team to share their top 10 tips

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How CodeFights Uses CodeFights Recruiter to Build Its Engineering Team

How CodeFights recruits its engineering team

We feel your pain. We’re a rapidly growing startup. So at CodeFights, we know how time-consuming it can be to source, assess, and interview engineering candidates. Industry-wide, it can take an average of 59 days from opening an engineering job requisition to making an offer to a candidate, according to data from Workable. We don’t have that kind of time to grow our engineering team. And we know you don’t either! That’s why we built CodeFights Recruiter, a suite of

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