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In the rapidly evolving tech world, software engineers are some of the most sought-after professionals. Yet, the demand for skilled experts outstrips the supply, leading to a global shortage of qualified software engineers.

AI is reshaping landscapes across all industries, and the tech sector is no exception. In fact, about 92% of US-based developers already use AI-based tools for code writing and debugging.

Let’s face it: New hire retention is a continuing problem and ensuring high retention rates can be challenging.

Let’s face it: Nobody likes buggy software. But poor-quality software is a reality, and it has a large cost.

Developing software applications is not just about writing code. It is also about architecting the system to be understandable, extendable, reliable, and scalable.

In this buzzing era of universal connectivity, we’re noticing a seismic shift in how businesses roll out their operations.

In 2022, poor-quality software in the US cost about $2.41 trillion.
So, it’s no wonder that an increasing number of tech recruiters are searching for more effective ways to find the best talent.

Women have made significant strides in the tech industry in recent years, and they continue to propel change and innovation in the sector.

When hiring for a developer position, there is usually a target seniority to keep in mind.

The coding assessment market is scrambling, just as many other markets are, to determine the risks and opportunities that ChatGPT brings.

While many software developers are proactive in learning new technologies on their own time, relying solely on this approach can leave gaps in their knowledge and skills. In a more direct nutshell, they might not be learning what you need them to learn.

Coding tests can tell you many things about a candidate, but what most don’t do is tell you how they respond to feedback.

To make sure everyone’s playing fair, most coding test platforms run plagiarism or similarity checks on submitted code.

Gone are the days when a piece of software’s success was determined solely by its functionality.

Let’s face it, no one is thrilled about taking a coding test, especially top-notch candidates who have their pick of the litter when it comes to job opportunities.

Finding good developers has become more difficult and you have to kiss a lot of frogs to find a prince or a princess.

Globally, there is a significant developer shortage and that, coupled with remote work being the norm these days, incentivizes companies to go beyond the usual group of candidates and testing techniques.

Capturing the full spectrum of programming qualities that make someone a good developer is a hard task.

Tech recruiters are the gatekeepers of the tech industry. They get to decide which candidates have a shot at getting hired, and which ones don’t.

Why should you test coding skills? Let’s face it: it’s easy for developers to make themselves sound like Developer of The Year when you don’t have any evidence that proves otherwise.

Business owners and recruiters know how complex, time-consuming, and even expensive it could be to hire a talented professional.