I agree that these kinds of tests are terrible but I don't want to work for companies that have a bad recruitment process anyway - If their talent acquisition s

I agree that these kinds of tests are terrible but I don't want to work for companies that have a bad recruitment process anyway - If their talent acquisition strategy has started to degrade then the level of talent in the company will start to taper off as well - To me, that's a signal that the company will stop growing soon. Companies play the numbers game, so you have to play the numbers game too. When looking for a job, I usually apply for like 100 positions and maybe get like 50 calls/pitches from recruiters, then from there I pick maybe 5 to do the technical challenge - Out of those maybe 4 or 5 have a reasonable code challenge and I only attempt those. Sometimes the tasks have a deadline; in these cases I will intentionally submit my code slightly late (but I make sure it's good quality); if the company is too upset about me missing the deadline (and ignoring the code quality) then I will cross them off (or they cross me off; it doesn't matter); I don't want to work for such companies. Then I end up with maybe 2 or 3 really good offers with companies that match all my requirements. My point here is that the recruitment process is a two-way street; you can test them as much as they test you. The recruitment process says a lot about the company if you know what to look for.