Codility

“Coding with candidates in real-time allows us to further validate the candidate,”

“Technical assessments are all about qualifying candidates, eliminating unconscious bias, and focusing on skills.”

“We were able to shorten the feedback loop between the stakeholders. We solved the pain points together, by digitizing one piece of the puzzle and that was the technical assessment. Today, we bring the best talent into the organization by being agile and flexible”

“That improves the overall quality of hires and the time recruiters and hiring managers spend on recruitment processes.”

“With Codility we use a scientific selection process driven by the result, not by the first impression.”

“Our goal is to give every candidate the best chance to move forward and Codility makes it possible”

“With Codility, we’ve gone from an engineer taking 3 weeks to start an assessment to just 2 or 3 minutes”

“Today, we are much more efficient and we can reinvest the time into quality discussions with the candidates.”

“Before Codility, hiring managers participated in 10 interviews to send one offer. Today, they spend half of that time.”

“We had to deliver fast and to great quality. This was the trigger for starting a collaboration with Codility.”

“Having a platform such as Codility improves our credibility as the process is fully transparent, fair, and objective for everyone,”

“Any suspicious behavior is quickly flagged and reviewed by the team, ensuring the integrity of our recruitment process.”

“The platform helps us cross-check every solution and compare it against thousands of tests submitted to Codility.”

“With Codility, we can check if the solution submitted by the candidate is written truly by themselves.”

“Overall, we screened over 8,000 applications in less than 3 weeks.”

“We could determine if the candidate had the right technical aptitude, we were able to detect any cheating attempts.”

“CodeCheck and CodeLive helped us fill technical roles with quality candidates, really fast-tracking the process.”

““We finally have the standards and the same criteria for everyone. We’re objective, we’re fast and we’re hiring based on our candidates’ real-life skills.””

““Many of our headhunters noticed we raised the bar and consistently keep our hiring process at a high level.””

“We found a sweet spot of 2-3 coding tasks, all related to the job so that the candidate can show their knowledge and skills but also get a better idea about working with us in real life. We also make sure that the test can be completed in 2 hours or less, being mindful of our candidates’ time.”

“The challenge at that time was that we gave the engineering teams freedom to hire themselves. We had different standards, we used different techniques and ways of defining what good technical talent is. The process was lengthy and painful, teams were overcomplicating the interviews, trying to get that perfect seniority.”

“We are able to assess our candidates’ skills so well with Codility, that almost all of them are hired.”

“It allows us to screen hundreds of candidates and pick the most talented ones, based on their technical skills.”

“Codility is the most important element of our selection process.”

“Our engineers are happy with the platform and we aren’t getting negative feedback we had with the previous process.”