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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Moneyball for Technical Recruiters

what technical recruiters can learn from Moneyball about hiring engineers

Even if you’re not a baseball person, you’ve probably heard of Moneyball. It’s a book (later adapted as a movie starring Brad Pitt) based on real events that rocked the baseball world. And your sports-obsessed friends love to talk about it. Why am I even bringing this up in an article for technical recruiters? Well, surprisingly it turns out that Moneyball has a lot of important lessons to teach us about sourcing and recruiting engineering talent! As a refresher for

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Skills-Based Recruiting: An Introduction

introduction to skills based recruiting

Every day, in companies of every size, technical recruiters are swamped with trying to find enough talented people to fill their open engineering roles. Simply in the interest of saving time, they tend to focus on sourcing people who have certain credentials – perhaps they graduated from a top-tier engineering program, or worked at a big Silicon Valley company. And who can blame them? This has been a go-to method for recruiters for the last 25 years as they navigate

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