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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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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Meet the CodeFights Community

Meet the CodeFights Jobs applicants

CodeFights Recruiter customers have access to a very special group of engineering candidates: the CodeFights community. These people are developers who sign up for CodeFights as a way to prepare for technical interviews, level up their programming skills, and tackle fun coding challenges. And when they’re ready to find new jobs, they sign up for CodeFights Jobs. The CodeFights Jobs program helps us connect CodeFights users with the right opportunities at our CodeFights Recruiter partner companies! How do CodeFights Recruiter

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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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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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