> so many its not even funny. AI this and that. Personality and behavior assessments. Automate everything. chatbots to save recruiting. BLAH BLAH Fucking blah.

> so many its not even funny. AI this and that. Personality and behavior assessments. Automate everything. chatbots to save recruiting. BLAH BLAH Fucking blah. Some have certainly made sourcing and outreach better but as iwang mentioned very few of these address the personal side of hiring engineers. The idea that you can assess an engineers ability to code AND collaborate with your team in a 3-5 hour window is just a losing battle. Hackerrank and triplebyte are good for the very large corps to rule people out and slim down the funnel. Not a real reflection of the work, code, or problems you will be solving in the job if hired. These tools are fine if you are a top 5 firm in your area and offering a 6 figure salary. Everyone does the Google take-home. If you aren't Google, your completion rate for whatever assessment you use is going to get lower and lower the less you pay or prestige you have. Because strong candidates are already moving to the next stages at better companies. > Personally I think small companies would be far better served investing in sourcing tools to attract and located the right talent. Have your leadership pitch these people directly hunt talent versus tools to automate volume (95% of which are not the people you are seeking any way). Spend less on tools and more on signing bonus. Campus career fair is probably the best place to start, along with referral for more senior positions. Also, keep in mind HR is there to sign documents and offers, not to screen technical candidates.