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I love this idea. I struggled to get my first job because there seemed to be a "people skills" craze at the time which meant that my coding skills were being le

I love this idea. I struggled to get my first job because there seemed to be a "people skills" craze at the time which meant that my coding skills were being less valued by companies. I felt like I was interviewing to be an actor in some of them. So I like the idea of perfecting interviewing to select on what is really required. 1. How do you compare to Codility which also does the same kind of thing? 2. How do you convince companies to take on interns?

jaclynmling 7y ago
Great questions. 1. Codility (to my knowledge) skews more short coding challenges, whereas ours are more practical project-based assessments. We're trying to assess "can you build" versus testing computer science concepts 2. A few things have worked for us. One big thing is to position our candidates as fully capable of receiving full-time offers, but that if they move quicker (via one interview then an internship offer) you can sign with them quicker than they would finish up their full-time interviews, or else they may miss out on great talent. The other, is this "try before you buy" mentality around lowering the risk for full-time hiring. They already do it with students, why can't they do it with non-students?