We are excited to announce Qualified Jobs, our new job board with deep integration into our Codewars community. With access to over 3 million developers, Qualified is in a unique position to help developers find their dream job, and for companies to reach their growth objectives with highly qualified talent!
Hiring a good software developer can be a major undertaking. Figuring out who to hire, how to interview them, and what questions to ask takes time and effort. In this article we'll cover some evidence based hiring techniques that will help reduce the time and effort spent on hiring while at the same time improving the efficacy of the process.
At Qualified, our team has always been 100% remote. That means we’ve hired our entire engineering team remotely and have always considered the remote experience when building our developer assessment platform. This post provides straightforward guidance on how you can take your old on-site hiring process and adapt it for the remote first world.
There is a plethora of data and research available that outlines exactly how companies can build a hiring process for software engineers that's truly predictive of their future, on-the-job performance. Yet, the tech industry at large has all but ignored these practices opting instead for antiquated hiring processes with low preditive validity.
Not all software engineers appreciate coding skills tests—and with good reason. But if wielded intelligently coding assessments actually represent an opportunity to build your employer brand, build credibility, and give candidates a flavor of the culture they'll encounter within your engineering team.