20 articles
From AI-powered screening to automated assessments, AI is reshaping how companies hire engineers.
Your first engineering hire sets the technical culture for your entire company. Here's how to find the right person.
Resumes convert years of engineering work into keywords. Here's how we quantify what actually matters for hiring.
Hiring your first engineering team is a critical milestone. Here's a playbook for getting it right.
Structured interviews and rubrics are proven to reduce bias and improve hiring outcomes. Here's how to implement them.
AI can help identify skills more accurately than resumes, but it comes with significant risks.
From writing job descriptions to generating interview questions, generative AI is entering recruiting. Here's what actually works.
The transition from peer-led to manager-led engineering is critical. Here's how to know when it's time.
The best hiring processes combine AI efficiency with human judgment. Here's how to find the right balance.
We spoke to hundreds of developers about their hiring pain points. Here's what they told us about the broken process.
As AI plays a larger role in hiring, understanding the ethical implications is everyone's responsibility.
Work sample tests predict job performance better than whiteboard coding. Here's why more companies are adopting them.
More companies are moving away from degree requirements and toward skills-based assessments. Here's why that matters.
ATS systems are designed for efficiency, not accuracy. Here's what companies miss when they rely too heavily on them.
Your job description is the first impression candidates have of your company. Here's how to make it count.
A bad engineering hire can cost 6-12 months of productivity. Here's how to balance hiring velocity with quality.
Should you hire for what someone has done or what they could do? Research suggests potential often wins.
Long hiring cycles cost you top candidates. Here are concrete strategies to speed up your process.
Removing identifying information from assessments can reduce bias and surface talent you'd otherwise miss.
These common interview questions waste time and reveal nothing useful about candidates. Here's what to ask instead.