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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3 Options for Coder Candidate Management

3 Options for Coder Management

As a recruiter, you spend most of your day interacting with technical talent. To stay organized, your job involves a significant amount of recordkeeping. Tracking each candidate’s skills, qualifications, and professional experience can feel like a full-time endeavor. As candidates advance through the recruiting funnel, you encounter additional information, such as resumes, coding assessments, interview transcripts, internal notes, and emails. Without a proactive plan for managing candidate information, it’s easy to feel overwhelmed. In this article, we’ll explore the pros

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A New Generation of Skills-based Developers

skills-based software engineers

Over the past decade, we’ve witnessed a revolution in how information is accessed and consumed. From massive open online courses (MOOCs) to lectures published on YouTube.com, learning has been officially democratized. As a result, talented individuals from across the globe are acquiring skills previously accessible only to those at expensive universities and learning institutions. Unfortunately, some firms have been slow to adapt their recruiting style to this reality, causing them to overlook an entire generation of coders. On the other

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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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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: 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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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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