Welcome to Monday.

Your Slack is screaming with red notification circles. Your email is in triple digits. Your Inmails are out of control. Your calendar is covered in Zoom invites. Your ATS is just a mess you dread looking at altogether. 

Everything is happening at once:

  • Hiring managers are wondering if you’ve found anyone to interview yet because they don’t like any of the candidates you sent them last week. 
  • Engineers are slacking you to reschedule an interview for this morning that you booked 5 days ago. 
  • Leadership is asking if you’re on track to meet the hiring goals for this quarter...

It’s a firehose of digital “wants” and “needs” coming at you from every direction, ALL PRIORITY ONE, ALL THE TIME, and your eyes are already dried out and blurry from looking at 100+ resumes Sunday night, trying to get a head start on sourcing for the week.

You’re the only one who sees the overwhelming hiring tsunami, while everyone contacting you is focused on their particular slice of the hiring funnel.

  • Engineers hate getting pulled from their work to run too many interviews that end up a “no.”
  • Team leads are worried that their current team will get so fed up with interviewing and covering the gap work that they’ll end up leaving and creating yet another vacancy.
  • Hiring managers need new hires to execute on the projects slated for this quarter, but candidates aren’t passing the technical interviews.
  • Your CTO wants to scale at lightning speed with smart minds behind keyboards yesterday.

And you have to manage this pile of concerns all while building rapport with a full slate of candidates who bring their own agendas and schedules to the table.

Engineering is the hardest team to recruit for

No one said technical recruiting would be easy, but it also doesn’t seem like it should be this hard. Engineers want to make money and build cool stuff. Companies want to pay them to build it. What’s the disconnect?

It’s the unoptimized hiring funnel.

Your job is finding the candidates most likely to succeed. But every single one of your team’s problems and complaints stems from the wrong people getting through, despite your best efforts. That’s where early and reliable technical screening comes in.

Use a technical screen with reliable signal on skills

Using the right technical assessments from the start of your interview process can reduce interview time by up to 66%. 

The secret to reducing the time it takes to interview and hire is simple: better initial signal of technical skill. From there, success begets more success. Strong signal from the start leads to more candidates with high onsite scores. The more candidates with high onsite scores, the faster your team will extend more offers, the more your engineering team will grow. 

But how to get there? Ask yourself, “Is our current initial technical assessment reliable in predicting skill? How do we know that signal is strong?” Without a proper signal, your team is wasting thousands of valuable hours a year interviewing candidates who won’t pass your onsite. The result? It takes longer to hire the engineers your team needs, opening the door for more team attrition as work continues to pile on. 

Surfacing better candidates and getting them through the interview process faster increases the chance they’ll accept your offer, and your entire team can eliminate 2 out of every 3 interviews they’re currently stuck in. 

Not all Screens are alike. For best results, use better tools.

To hire faster, you need to increase pass rates for technical onsites. To increase pass rates, gain better signal with your initial screening tool. 

But not all technical screens are alike. In analyzing the interview processes of over 200,000 engineers at 1,000+ companies, we’ve found that companies using Triplebyte Screen’s short, free technical assessment quizzes see an increase in the technical ability of candidates who make it to final round, resulting in candidate onsite pass rates of 50%. 

Screen increases signal of technical skill earlier in the process, so you can be more discerning of the candidates you interview and account for precise skill. Your team decreases unnecessary interviews, leading to a candidate pool with onsite pass rates of 50%, so you can fast track offers and reduce interview hours by 66%. Quicker offers lead to more acceptances, and the ultimate goal: growing your engineering team.

So what makes Triplebyte Screen so special? A number of ingredients go into Screen’s secret sauce:

  1. The calibration is wide, and based on reality instead of theory. Many technical assessments on the market rank engineers against your current candidate pool, so you’re only getting comparison data for those you’re currently interviewing. 

    Triplebyte Screen has been used to assess over 200,000 engineers at 1,000+ companies, and your candidates are ranked against that entire pool. That means you get an accurate signal on the engineers in your candidate pool as compared to the market, not just those you’re speaking to right now. Not only that, we also determine the value of each question based on real hiring outcomes for those engineers. That means your candidate results are not only graded against the market, but take hiring outcomes and success on the job into account, giving you a more predictive view of final hiring outcomes.
  1. The test style is fun, but effective. This isn't a basic coding challenge. The questions are multiple choice and served adaptively, just like the GRE. You pick the skill areas you want to test for, not the exact questions (that’s our job!). The question bank is made up of thousands of questions, each designed to measure a certain signal of skill in a particular area of engineering. When a candidate is served a hard question and gets it wrong, they’ll get an easier question next. Or if they answer that hard question correctly, they’ll get an even harder one to follow up, so we can really dial in on their exact skill level.

    Our business is technical screening... literally it’s to create and ask the questions that are most effective at eliciting skill signal. So no offense, but you spending hours picking out a handful of HackerRank problems with easy-to-Google solutions isn’t really on the same level. Plus, as Patrick O'Grady, Head of Engineering at Avalabs puts it, "The interesting part of it all is that in general, coding-related questions are not a very good indicator of how good someone actually is as an engineer... It's the more complicated multiple choice questions that get people. It seems that if they can answer those questions, they have no problem coding whatsoever."

    Triplebyte Screens are short (usually 30 minutes or less). The combo of short length and multiple choice style means that engineers don’t mind (or actually enjoy!) taking the tests and are less likely to drop off, evidenced by the over 80% completion rate.

  2. The scoring is both objective and comparative. As soon as a candidate finishes a test, you see an objective 1-5 skill score defined by set benchmarks and a percentile score of how their performance compares to everyone who’s ever taken that skill area quiz. The objective score is really helpful for understanding which skills you can expect from a candidate, and the comparison score is helpful for understanding how your applicants stack up to the broader total population of engineers, not just how they compare to whoever else happens to apply to your role.

    Added bonus: unlike a typical coding challenge, your non-technical team members can easily read the results of your Screen assessment, giving you more control over what team members to bring into the interview process and when to do it (i.e. your engineers don't have to be involved to read the results of your initial assessment).

All this question writing, calibrating, and scoring means that Screen tests can actually predict onsite outcomes. Engineers who score 4 or 5 on Screen are 50% more likely to pass the onsite. Compared to the industry average of 20% onsite pass rate, Screen users see a 30% onsite pass rate. And that means less time spent interviewing, and requisitions closed faster.

Be sure to screen early in the process

Another important factor? How quickly you send a technical screen to candidates. 

After analyzing hiring pipelines in various industries and company sizes, we’ve found that developers who score 4 or 5 on Screen are 2.5x more likely to be hired from the point in the funnel where they were given the test. Screen is free and an easy ask from candidates, so we suggest sending it before a resume review — sending it to all of your applicants at the top of the funnel means you’ll build those improved outcomes into your pipeline as early as possible


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