At Coderbyte, we’re thrilled to introduce our first annual report on The State of Technical Recruiting. Our objective with this initial foray is to continue leveling up the very difficult task of hiring great programmers in 2019.
Insights at the intersection of tech and talent
If you don’t have a technical background, it may seem as if there’s a barrier to becoming an elite technical recruiter. How in the world are you supposed to ask the right questions and evaluate technical skill-sets, not to mention effectively communicate with the type of candidates who frequently express discomfort speaking with non-technical people? Fortunately, you don’t need a CS degree from Stanford to be an elite technical recruiter.
Both software engineers and tech recruiters know about the infamous algorithm interview questions asked during the interview process at companies. Recruiters, managers, and even senior software engineers tend to ask these types of questions because:
Companies are constantly on the lookout for great programmers to join their engineering teams. Once a company has found someone who does seem like a potential good candidate, they need some way of efficiently testing their coding abilities