Why engineers won't do your coding test
20.05.2020 | originally shared on the Adaface
The idea behind a coding test is very simple: to filter out candidates who do not have the technical chops for the role early on in the process, before the hiring manager and candidate both waste their time with an in-person interview.

But most engineers today frown at the idea of completing a coding test, and over 50% straight out refuse to do status quo assessments (based on our research with 100+ companies in SEA).

Here are three of the most common reasons why engineers hate status quo coding tests:


Developers often challenge the validity of coding tests/assessments because of these and other reasons – understandably so.

So should we skip coding tests altogether?

That is not an option. Anyone involved in tech hiring knows that there are plenty of developers who aren't really qualified for the role, making some kind of litmus test that candidates must pass before being invited to an interview a necessity.


Can't we use a resume screen instead?

Software engineers don't tend to be good at selling themselves, and great candidates often massively undersell themselves on paper. At best, a resume screen helps you eliminate some candidates who are very clearly not qualified for the role and sort resumes by priority. Beyond that, a resume filter has an inherent bias toward candidates with good credentials (education and work history). Good programmers can come from anywhere, and using keyword matching means you're probably missing out on a lot of great candidates. But you can't just start interviewing everyone who applies.


So you need an assessment solution, how do you evaluate if the one you're using is a good one?

Here are the top things you want to check for. You're in good hands if:

  • Your test-taking rate > 70%
  • The average time to complete the assessment is between 45 and 75 minutes
  • When you ask candidates for their feedback during in-person interviews, they have good things to say about their experience.
  • Hiring managers are happy with the quality of candidates getting forwarded to the in-person rounds

If your current solution does not satisfy these criteria, you might be missing out on strong candidates for your team. As software engineers and hiring managers, my co-founder, Siddhartha Gunti and I have previously used a majority of the status quo solutions and found the results unsatisfactory. Here's what we've been working toward for the past couple years, and have seen early success in.

At our company Adaface, we're building a way for companies to automate the first round of tech interview with a conversational AI, Ada.

If you are a candidate and trying to prepare to the Prepare for a Technical Interview, check out this article.



It's not just a coding test in chatbot format. Here's what's different:

  • Shorter assessments (45–60 mins) to make sure engineers can perform quickly and still showcase their expertise
  • Custom assessments tailored to the requirements of the role (no trick questions)
  • Questions at the simpler end of the spectrum (it is a screening interview) with a generous time allowance (3x what it takes our team to write code for it)
  • Extremely granular scoring that eliminates false positives and false negatives
  • Friendly candidate experience (hints for each question, friendly messaging and chatbot; average candidate NPS is 4.4/5)