You're not hiring people to solve programming riddles all day, so why have them be part of your interview process? Using evaluations that mirror what your developers really do day-to-day gives you a better idea of what it will be like to really work with someone.
Building a great take-home challenge can be daunting. What do you ask the candidate to do? How do you keep it from being too hard? How do you make sure you're evaluating their solution fairly? How do they even submit their solution in the first place?
As an engineering leader, you've got a full plate. Recruiting, and especially taking time to improve the interview process are important, but can fall down your todo list as urgent tasks start to pile up. However, a subpar interview process can mean it takes longer and longer to fill those spots on your teams.
I can help!
My name is Aubrey Rhodes and I'm an engineering leader who loves hiring! (Yes, we do exist). I've been helping to hire software developers for the last 8 years, and I want to share my experiences to help growing engineering teams take the pain out of hiring for their candidates and themselves.
I'll be releasing guides for designing your interview process, building challenges for developers with different levels of professional experience, and managing your group of interviewers. Follow along as I work to make this stuff less of a pain in the ass!