> If you are expecting a candidate to have a certain skill-set, having a simple timed coding test as the first round is the easiest way to filter out a lot of u

> If you are expecting a candidate to have a certain skill-set, having a simple timed coding test as the first round is the easiest way to filter out a lot of unqualified candidates. Stripe does this quite well for example. The problem is 99% (or more) of the rand-o startups/companies that do this are not Stripe. They are not companies that people are fighting to become employed at. > this works out for me > their ability > how they communicate > how they approach > how they seek help What's ends up happening is you miss out on a lot of truly talented folks by putting the burden of proof 100% on them. > is the easiest way to filter out a lot of unqualified candidates It may be the easiest way for YOU. It's an important distinction as you (and this is not a personal attack, sorry if it sounds like it is) may not have the hiring skillset. It is a skill. Just like managing people, supporting software, being a CEO, etc...