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I'm curious about the codepad/codeshare approach right at the first touch point. I fully agree that screening actual tech skill early on is important. Do you no

• dccoolgai 7y ago
  Codeshare portion is 1 (typically senior) engineer for 30 minutes. Not that bad on a large enough team with everyone taking turns. I should add that we have 3-4 "canned" questions that the HR rep writes down the answer to, so even in the "resume screen" there are a few super-lightweight technical questions.
  • mjfisher 7y ago
    Interesting. I've got a feeling early stages of tech hiring pipelines are very poorly optimized at the minute; it's something I'm working on. Individual experiences help; thank you.
• dccoolgai 7y ago
  Another idea I've heard about but never got motivated enough to set up is a system wherein the applicant submits their resume via an api with some kind of trivial challenge... like "here is an id and an integer, multiply it by 2 and submit it with the id and your resume as a json with these fields or whatever." Might try it some day, but that's another idea to get some of the technical probe out early.
  • alibarber 7y ago
    There's a company, I think it's Mythic Beasts in the UK, that has or had a job application that had something along the lines of (before you got to the form) 'first prove you're not a robot do this simple maths blah...' but every time you submitted your answer, by typing in and clicking on the page, you got an error page saying 'too slow'. I wasn't looking for a job at the time but that has to easily be my favourite application process ever!