March 16, 2023
It’s been a while since I wrote the previous article, and a lot of you probably were wondering what would be the next steps after the initial interview.
For the last few years, we grew significantly and the process changed a few times over that time. But the core approach and principles didn’t.
Our objective is to find a so-called 10x engineer, a person capable of doing things in order of magnitude faster than an average engineer would do. And, of course, without compromises on the quality of deliverables.
Hiring process became much more challenging, and competition grew dramatically. We can’t afford any longer to keep candidates in the loop for weeks, sometimes even for days. At the same time we don’t want to hire the wrong person, and don’t want to waste pointlessly precious time of our software engineers.
Currently our process consists of the following steps:
Which is performed by our Recruiters. They make sure the candidate possesses a great level of verbal and written English, fits into our corporate values and checks our pre-initial technical questions — “brick problem”,
algorithmic complexity knowledge, quadratic equations, etc. Usually those calls last 10–20 minutes and we can narrow down candidates significantly and make sure that those who will speak with our software engineers won't get stuck on trivial questions and make an interview uncomfortable and messy for both parties.
This interview we’re skipping for Mid/Senior positions and performing mostly for Junior ones. You can read about it in my previous article.
Executed by one or two of our middle plus level software engineers where they ask technical questions - both specific to the technology we’re interviewing for as well as the ones that show the candidate logical and algorithmic thinking.
Usually it requires 4-8 hours to finish. For example one of test assignments for the middle plus C# position was about implementing REST API service with ElasticSearch backend.
In some cases the client wants to run his own process over the candidate. Still we don’t want to show the client a weak candidate, therefore our process is still relevant and mandatory.
Overall the hiring funnel looks as shown below.
As you can see just 1 out of 26 candidates selected on the vetting resumes’ stage passes the entire process.
As a result this process allows us to deliver complex and challenging projects to our clients with a top bar of quality and possibility scale continuously and quite swiftly.
In the next articles we’re planning to dive even deeper into the hiring process. We'll also discuss an interesting case when the Agency that provides tech courses tried to hijack our interview process. Please subscribe to not miss those exciting details.