Blog Posts

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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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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