How Evernote Enhanced Their Tech Recruiting Process

hello everyone uh my name is Tom niichel I am a part of marketing manager at hacking thank you everyone for joining us today we're pretty excited we have a very cool webinar for everyone today uh it's part of the uh Greenhouse hiring hacks webinar series and today we're going to talk about how Evernote enhanced its technical recruiting process uh just a few quick uh housekeeping notes this webinar will be recorded uh so you can watch it uh again if you think it's awesome or if you miss some of it you can certainly rewatch it later uh we also do have a section where you can submit questions uh we will do a live Q&A after the webinar uh so we'll answer whatever questions come in um and throughout the uh webcast we will ask a few poll questions so there's a little bit of audience interaction uh so it will be really uh very clear and very easy just a little screen will pop up with a vote uh go ahead and click your option and then we'll review those results uh around the time we do Q&A so without further Ado let's Dive Right In uh first what is hiring hacks the hiring hacks is a webinar series that's presented by our friends at greenhouse and Greenhouse if you're not familiar is an endtoend recruiting optimization platform it's really great at helping companies uh enhance and upgrade and do their recruiting better and in a more organized way as for this series in particular um each webinar will'll focus on one strategy or tool that helps measurably improve the recruiting process outcom so these are things that can really upgrade and redefine how you do recruiting and Tech recruiting and in this particular one um our friends at Greenhouse have partnered with uh myself hacker Rank and our friends at Evernote to share how Evernote enhanced uh some of its technical recruiting process by using hacker rink code challenges uh before we dive in uh to Evernotes part I did want to provide a little bit of context on hacker links that while Evernote um while our guest speaker Kelly from Evernote goes through um you know her Section you'll have some context to what hacker rink is if you're not familiar with it hacker rink in general is a tech recruiting assessment platform so it's all about um screening sourcing and interviewing and hiring Tech candidates um and the platform is built on what we call code challenges um for sourcing and screening uh you can actually post code Challen is on your career page for example and this allows interested candidates to complete a programming test or programming assessment and then you'll get an Autos scored evaluation of that candidate and let you know that they're interested in this role and here's how they did on the coach Cheng so it's a really great way to bring candidates to you and pre-screen them in addition to that on the sourcing side we also have what we call code Sprints um if you're familiar with the concept of a hackathon a Cod Sprint is very similar it's for programming it's in online or on site event where hundreds or thousands of developers get together they compete in the same code challenges during the same period of time and then there's an Autos scored leaderboard that shows who the winners are and as a company uh you would be provided with that list of participants so you get to see exactly who did uh well and who didn't and typically those who did well would be a great way to bolster your uh your sourcing funnel for Tech recruiting uh after the sourcing part and kind of like the early pre- screening phases we all private code challenges this is where you send a specific invite to a specific candidate so that they can take a much more detailed code challenge um this will be uh kind of a more specific test of their programming skill set so you get a really good idea if they're right for the role that you're trying to fill and then lastly uh we have code pair and code pair covers the interview side of things where we actually combine a live real time code challenge that's performed over the web uh we pair that with an online video intern view so the hiring manager can actually talk and interact with a candidate while they're actually coding in real time it's a really awesome way they get like a 360 degree view of your Tech recruiting candidate so um that's kind of hacker link and a n nutshell again this is kind of like contextual set um when Kelly talks about what they've done you have a little bit of H background info that's a great segue into our guest speaker today Kelly drer uh she is a lead recruiter Evernote uh she's got over eight years of experience lots of Specialties and things like in recruiting developing a really good uh Tech recruiting program um and so with that I'm going to pass this over to her uh and she can talk about what she's done at Evernote thanks Tom hi everyone I'm excited to speak with you today about recruiting here at Evernote and share some of the challenges and successes we've had specifically in this past year one item I wanted to make clear early on is that we certainly haven't fixed all of our recruiting problems uh but we do believe that we've made a lot of progress so I'll share how we've enhanced our interview experience from both the candidate and hiring team's perspective work through and rebuil our interview process and leverage tools like hacker Rank and Greenhouse to meet and hopefully exceed our goals so first all also the stage for ot's hiring and on our growth in 2014 uh currently Evernote has 400 employees and that's grown from roughly 120 when I first joined the company a little over years ago 2014 was a particularly busy year for us we hired 159 new employees which just a handful of recruiters and to do this we had over 20,000 active and passive candidate applications which led to an average of two to three onset interviews per day and 13 to 14 hires per month so for our team to accomplish growth at this scale we needed to change a few things um the first we had to build a better partnership with our hiring teams we felt like our Engineers put a lot of pressure on us to uh pretty much do it all find recruit and hire talent and after a lot of conversations with them we really realized that the majority of our engineers and hiring managers were really interested in actually learning from us uh they're experts and their field uh but they're pretty humble group of folks when it comes to areas outside their expertise so it wasn't that they're putting all the work on us it's just that they felt uncomfortable really driving the process so we focused a lot of our efforts and in collaboration we also need to create a more result-driven interview process while still remaining really thoughtful about candidate experience uh we noticed that in comparison to some other booming startups here our process simply wasn't keeping pace and more often than not even our best recruiters that get stuck hiring for a role much longer than anticipated and as as we all know this really snowballs um more hiring priorities would come up and they would just pile onto the previous one so we we need to speed things up uh but we didn't really want to become a machine Ma and lose that high touch candidate experience so we did a lot of surveys and testing around how our process is working and what could be improved and and finally I think to the bigger one uh we really need to find additional resources to attract Talent so as I mentioned um we looked at recruiting here as a partnership um and not a service we've worked really hard to connect with our engineers and understand their work and what's important to them when hiring for their team um and in building this relationship we've created an environment and a hiring process with a high level of respect and accountability for each other one of the main items we had to consider is that Evernote is a cuttingedge software and we're all about Innovation and doing things smarter and with a beautiful user experience and we really wanted our recruiting process to match to to match our product um and plus our Engineers accept nothing less from the software Solutions and tools that they're using on a day-to-day basis internally um and the tools that we were using at the time simply didn't meet those standards in functionality or design or even customer support so we we look to make a change uh for some quick advice here if you are looking to build a bridge and GAP kind of bridge the gap between recruiting and Engineering I do suggest reviewing the tools you expect your product teams to use and recruit these feel like it's really on us to bring to the table the best recruiting Solutions possible out there and um in turn we've gained a lot of credibility by constantly seeking kind of the latest and greatest so first we need to upgrade our applicant tracking system we did a lot of research to identify Greenhouse as the best tool for our growth and made that switch last February the UI is delightful uh the system is reliable the reporting is amazing and they're adding new features faster than we can even ask them for so um that's that's far more than we ever anticipated getting from a new ATS so uh we're really excited we had this new awesome system but there are still some holds and our experience and hacker rank has actually been able to fill in quite a few of them uh the first being a greater pipeline we've been with hacker rank actually from its beta three years ago um my current manager pavina actually signed on and participated in an early code Sprint right off the that um and we hired two people which was um really exciting and so needless to say we continuous partnering with them in number of different capacities and I'll dive in to those a little bit deeper here in a few minutes as we've grown as a company haer has grown as well and they're creating products like code pair and Droid rank that uh that we're now integrating and also continuing to explore most recently we rolled out code pair as a primary collaborative editing tool for phone interviews and our Engineers are really really happy with the result uh before code pair all of our Engineers were doing phone interviews differently and using a plethora of tools to make them happen and now with Cod pair when we schedule interviews we create a mutual link for our collaborative editing environment that both the interviewer and the interview Le meet in to conduct the interview our Engineers love this because they don't have to set up anything prior to the call and we love it as recruiters because we see a lot fewer problems than actually making the interview happen especially the remote ones something else that's been really helpful is the Cod pair um is actually the session that was recorded in the interview actually is recorded in Sp in Greenhouse um and this comes in handy in particular uh when we're in a candidate debrief and certain details about the interviews are missing uh in real time I can open up the code pair session hit play and now the entire team can see how the interviewee address the problem just as if they've been there so with these two tools both greenhouse and hacker rank we've been able to improve our hiring team's happiness and it's given us a lot of respect for making these enhancements and truly aligning our process with our company Vision as a whole and I quickly wanted to make notes um that I do see a lot of questions coming through so um we'll uh we were going to answer all of those uh towards the end um during a Q&A okay so going back um next slide um going back to our record 2014 hiring numbers uh we needed to hire Talent faster without affecting candidate experience uh our goal for every single candidate is to walk away from Evernote wanting to work here whether they received an offer or not so in addition to ramping our hiring numbers uh the situation was that we also needed to increase the seniority of our hires so um and I can assure you that although we needed to hire more Engineers there was not a single bar drop to meet these uh these goals our teams worked as tough as ever on the candidate pool so we made quite a few changes to our process um and I'll focus on one example specifically to highlight some of greenhouse' strength before I even started at ever notes um the team's really committed to a coding Challenge and a strict multi-step hiring process for every engineering candidate across all platforms um this works more junior level roles or roles with higher pip pipelines um but in the instance that I was working on and sourcing for a more senior level engineer after courting them for months and finally get them interested in evernot and excited about us um I basically had to give them a homework assignment in a pretty lengthy interview process um and as you can imagine we had a lot of candidates get stuck in certain stages or withdraw from the process altogether um but up until this point uh the coding challenge in particular had been our Engineers crutch to filter out the weaker candidates and so we needed data to prove our fions and to be able to make any changes to the process so we conducted a little a test and I took one of our senior level Java generalist roles and split it into two pipelines one track was our more standard process with a coding challenge two phone interviews um and then an on-site interview and then the second and what we thought would be more ideal is first we'd have the hiring manager review resumés which enables them Buy in from their side and then recruiters conducted a fairly in-depth prescreen and if went wow we set them up directly to speak with a highly calibrated engineer who would then be able to make the decision whether the next step would be a fun interview or if they could come directly on site um and with greenhouse' technology and Reporting tools we're were able to test and Report the time to hire how long candidates were stay in certain stages um and also where they dropped off entirely we also utilized a lot of collaboration within Greenhouse um there's some really easy ways uh to to kind of communicate in that in that certain uh software so um there things like app mentions and review stages to engage and gain accountability for feedback on candidates so it felt like we were more working together with our Engineers to make these decisions um about the next steps for candidates instead of Simply pushing them through a previously established process and and ultimately we found that option two which which was was our assumption allowed us to hire in half the time so although Engineers were nervous about committing more time to the interviewing um process and reviewing candidates UPF front it was far less work over a longer period of time cutting the recruiting process to hire a senior level engineer from six months down to three so I'm sure the majority of folks on this call can um basically assume that their biggest challenge with hiring Engineers lies in sourcing and attracting Talent um we feel this a pain as well especially here in the Silicon Valley it's really a test um and we have a really small team of recruiters here at Evernote so bandw and time for sourcing is always a challenge um but simply we needed to to ramp our resources up and increase our Pipeline and this is where hacker rank has given us some great options to find candidates that we typically wouldn't be reaching out to um to date we participated in three different code Sprints hiring four engineers and adding literally thousands of candidates to our pipeline um the easiest and most fruitful codes Sprints from for us have been the ones that we sponsored uh basically we gave hacker rank our logo and some information about what it's like to work work here and the participants pre-selected us as a company they' be interested in and then once the code Sprint was complete we were given access to contct these Engineers directly and as as a quick note too um Coast prints are a great way to expose your brand to Engineers who is not necessarily going be thought about your company specifically to apply one uh in specific win I'll share was from a codes Sprint we sponsored last year um I reviewed roughly 200 codes Sprint participants that Express and Kristen o and there was one engineer that I thought looked really great and I shared his coding solution with my hiring manager and he was so impressed that he said if I could get a hold of him and get him interested um we should bring him on site right away uh this particular engineer was located on Victoria Island in Canada and um he was just working on some of his own personal projects after quote unquote dropping out of Microsoft so uh he had a really skeleton profile on LinkedIn and since he was in Canada um I certainly wouldn't have targeted him as a likely top can for us um but I reached out I I got him interested and we flew him down for an interview and and sure enough uh he started with us just a few weeks later so it was a huge success and I got a lot of credit from our engineer team our engineering teams on that one uh We've also created our own Sprint from scratch uh to view this um I did put a link in the uh in the the PowerPoint right here but there's also a link in the attachment section of uh of the webinar uh just codes different highlights a specific technical problem we had here at evernot and and challenge hack rank Network to come up with a better solution and actually we just had our winner onsite for interviews last week another way that we've used hacker rank is with online coding challenges posted to our careers stage so where we list our open positions we have a small ad saying something like improve your chances complete our coding challenges which invites eager Engineers to show us their skills in addition to just providing their resumés when someone takes one of our challenges online I actually get an automated email directly with their score and their contact information and I can cross reference that in Greenhouse to identify if they're already a candidate uh if by chance they're not and they've scored really well this is a great warm Le for me to go after and we've hired a number of candidates this way both passive and active um and actually on the flip side too we've rejected a lot of candidates this way as well um because we could prequalify their coding abilities from early on in the application stage so I know this is a really High Lev overview of our process changes and Technology upgrades so um I happy to answer any questions um especially if they're really in depth I'm happy to take this conversation offline too feel free to reach out um so now I'm going to turn it back over to Tom to discuss a few more of the hacker rank offerings in Greater depth and then we'll start with the Q&A awesome thanks so much Kelly um so yeah as Kelly said I'm going to chat a little bit more about uh hacker now that you've got some full context some great examples from about what they're doing over there at Evernote um so you know one thing that I find is really awesome about hacker rink is that it's one of those few things that tends to make everyone happy uh usually you make one person happy at the other person's detriment that is not the case with hacker rank uh recruiters they tell us time and time again that they love that it's saving them a lot of time a lot of money a lot of their energy they have time to dedicate to other initiatives that they'd like to get done because they're not buried in resumés and you know all sorts of you know some of the tests that you usually associate with recruiting that you can alleviate when candidates pre-stream themselves and they come to you um hiring managers they also really like that they can hire someone based on actual visible coding skills they're not whiteboarding they're not asking you know theoretical questions about data structures they're literally watching these candidates code and reviewing their results objectively uh teammates also really like it this is feedback U that we get a lot as well where teammates are really excited that they can objectively evaluate people that may join their team because the last thing you want if you have a really strong team is to bring in a not strong team member um so teammates are really excited that when they interview people they can also kind of really make sure that these people are going to be a good fit at the skill set level uh and then candidates they actually really like it too um you know they enjoy that whatever company is deploying hacker rink um it's clearly like a Forward Thinking technological company they obviously want to make sure that they have as best a tech Talent team that they can uh create and hacker rank helps facilitate that so it kind of gives the candidate Insight that the company they might go work for uh it's going to be a very strong technical team because everyone's been vetted appropriately and you know we've got a lot of numbers to back this up as well um so these sentiments are great but some of these numbers really help back those points we've got almost 1 million developers in the hacker rank communities we've got over 45,000 code challenges across 33 different programming languages um on average when we survey our customers they're saving about 70 to 80 hours per hire um so imagine what you could do with 70 or 80 hours of your time back in any given week or month quarter um and in terms of um you know some of the more tangible metrics as well um 95% of our customers report that they have improved candidate quality and 93% are reporting that it's increased their High rate efficiency um overall customer satisfaction 98% I think that's a phenomenal number um I would have put it up here if I didn't think that uh and we've got over a thousand customers a thousand happy customers some very big names uh including but not limited to evernot who are very happy with the platform and they're they're they're seeing huge benefits and advantages to deploying haic and also Greenhouse by the way to really kind of like enhance and upgrade and innovate their Tech recruiting process uh so with that um you know we've got some contact information here for myself and also for telly if you have any additional questions you can certainly reach out to us but we do also have some polls that we're going to get to and also a Q&A session um so I'm going to go through the polls one by one I appreciate everyone who voted um the first poll we asked how many of you face the following challenges um 18% of you are having trouble keeping track of all the candidates currently in your funnel 47% uh are having trouble sourcing high quality Tech candidates in a Time effective Manner and % are um having uh challenges reducing the cost of check and creating and 31% of you said all of the above um so clearly uh there could be a lot of benefit to both greenhouse and hacker rink in those particular organizations in terms of how are you deciding what skills to test for when interviewing technical candidates this was there was a clear winner um meeting and meeting with hiring managers to assess necessary skills 80% of you answered that's basically how you're um doing this now um so we would definitely encourage you to check out hacker rank um you can save those high rank managers a significant amount of their time by doing pre-screening with co- challenges prior and then lastly we said which of the following would be of highest value to you um filling your Tech funnel with a thousand new candidates got about 20% spending 75% less time screening candidates before the interview phase got about 36% watching the candidate code in real time during the interview 12% and all of the above 33% so once again uh just kind of like some fun anecdotal data like to involve the audience anytime I can so that you can see kind of uh if your peers uh are on the same page as you um so now let's get to the questions um so I'll I'll moderate this and I'll pass it back between myself uh and Kelly but I'm kind of going to go just you know down the order um let's see um so the first question which I think would be good to start with is how do hacker and Greenhouse specifically integrate as platforms um and essentially um uh you can so when you're using Greenhouse uh the hacker rank code challenge scores and candidate profiles have actually been integrated into Greenhouse dashboards um so our platforms actually communicate and synchronize together uh in that respect okay um let's see sorry I got to read these because I've not read them yet um uh next what level of candidates can you find some coach prints this is a great question uh and to be honest it it's almost entirely up to you um the coach Sprint coach challenges can be as um entry level or as complicated as you'd like we can Market it as such so that you get a different level of expertise taking your particular Cod Sprint so um it's kind of you know analogous to you know attending like an event um you know what what leads do you actually want to take do you want more leads um to follow up on or do you want less leads but leads that are exceptionally well qualified um so that's kind of up to you you know uh what level of candidates you attract obviously there are are millions upon millions of potential candidates out there so how many of them and what level you want it's almost entirely up to you and we'd work with you on that um let's see [Music] next can you explain the difference between code Sprints and code challenges yeah sure so a code challenge is an actual singular programming assessment um so you would send someone a challenge for instance sort this tree um using binary search tree method uh and then the programmer the developer would attempt to complete that challenge um in our web-based UI uh that compiles and does all that and then it would be Auto scrolled so the code challenge is kind of like the it's what hacker rink is built on a code Sprint is where you would take you know three four five six x number of code challenges and you would lump them into what becomes kind of like a code test and then you would invite you know hundreds or thousands or however many of you know developers to come participate in that code Sprint where they would all attempt to complete the that static set of code challenges after that all of those developers would be ranked on an autosign leaderboard and you as a company would be able to review those results and see who most closely met your criteria for positions that you have open um let's see here okay here's a question for Kelly um KY at what point do you bring your engineers into the recruiting process sure um so we I think I would over this a little bit in the presentation but dependent on their flexibility uh and their time and their bandwidth but generally we're bringing them in pretty darn early so even as much as you know me sourcing on out there on the web um and finding GitHub accounts things like that I'm typically involving them at that early stage reviewing code reviewing profiles and making sure that um you know there we're utilizing time appropriately both mine and theirs um and reaching out to candidates that we think would be a really great fit I think in the past we've um had more sourcing just kind of mass sourcing out there finding anyone and everyone who would be interested and you know it's turned out into a lot of um you know a lot of pushing people through the pipeline that might not be the best fit so we're trying to include our engineers at a much earlier stage um but yeah they they're tyly involved in that space then um they do the call after myself um and we do try to put the hiring manager as the first person that they'll talk with instead of just pushing them through kind of random Engineers uh that person tends to be the most calibrated and so and they really know what they want so we want them to speak with them first awesome thanks Kelly figured I'd switch it up and pass one over to you um so um okay another question um are the code challenges on your website created automatically or by he great question code challenges are scored automatically um so you know that's part of the reason it helps save recruiters so much time um once a Cod Challenge is completed it's it's automatically scored there are example outputs uh for the developer to use kind of as like a Guiding Light and then there are other hidden inputs that we will test against and that will be the how the overall grade is compil and I'll can I in there really quick Tom absolutely okay I was going to say too that it does come with a score but it's really easy for me to um send the entire code um to one of my Engineers for further review so if that's important to you guys or it's not just about you know getting a scored number and then if they score a certain number they're going to get hired and that's typically not the case here but it certainly helps with you know weeding out the best folks and so but it's really really easy to take that code and and share uh share it with my teams here cool awesome um another quick question uh can hacker prevent cheating um obviously no system is foolproof but we do actually employe plers in detection um so we do actually have safeguards built in so that you know one person isn't copy and pasting the same code or similar code into the same code challenges so um is anying system foolproof um no U but we do definitely um employ some some uh deterrence there although I will I will say this if someone takes that much time to try an out Haack hacker rank that might be someone you want to hire um so I'm just going to put that out there as well um is it hard to build code challenges uh no it's actually super easy as Kelly just alluded to um so that's good um and again apologies I got kind of read through oh go ahead yeah if you want to pick the next one I can talk about that too we actually one of the reasons why um just doing the code Sprint sponsorship and selecting and and being a part of pre-selected coding challenges has been really um fruitful for us is because when we build our own Sprint it did take quite a bit of time because we wanted to build it as something that was really really unique to ever know so it does take some time from the engineering side that's obviously something I can't build as a recruiter so um just kind of warning you there that the code Sprints are amazing um as well as the coding challenges but if you want to take a lot of ownership and that can be really creative there will need to be some accountability held on both the engineering side um as well as a half Rank and yourself and marketing too this um to to get those things um pushed out but if you sponsor one or use their code Sprint or all the code one of the code challenges that hack already has in the system it's super easy cool awesome um glad that we've got a lot of uh questions this is great um another question that came out um can you elaborate on how candidates feel about using hacker ranks how does it affect their interview experience um in my personal experience uh most candidates really enjoy it um it's actually something fresh and new uh and it's actual coding um as someone with a coding background myself um white boarding is not always the best way to see if someone can actually code because half of good coding is actually good debugging and that's something that's very you know hard to do like on just a whiteboard so with these actual code challenges it gives them a chance to actually complete the full problem and debug it along the way um and addition to that there's kind of like non-tangible benefits but like I said earlier when a candidate sees that you're going to this much effort to really vet technical candidates that says to them I'm going to be working with very talented people people that are talented On My Level um and in my experience the people who um are are truly scared off by the hacker R platform um either their ego is bigger than their actual skill set which probably wouldn't be a good hire or their skill set just isn't there um to begin with so in some ways it kind of helps filter out those that might have otherwise not been a good use of time for a tech recruiting team so I it's pretty much win-win for the candidates edable skilled and the candidates that aren't so skilled um let's see um couple questions for Kelly um I think she answered um how do you get Engineers to buy into the process um and uh Kelly what is your initial email to engineering candidates look like what points do you touch upon yeah this is something we talk about as a team all the time how we can kind of keep these things fresh and someone once described uh it to me one of our our um BPS here actually he used to do quite a bit of sourcing himself when we were first scaling ever note right at the beginning and he mentioned it to me that you know an Outreach should be like a little tap on the shoulder just kind of saying hey you know I like what you're doing there uh we're doing something similar here um would you be interested and so I kind of always try to think about that as I'm constructing my emails um so I don't know it depends on the person I try to um do a little digging as well I do quite a bit of research on the candidate before I reach out to find out what their likes dislikes are if I can um so I'm happy to if whoever that was that asked a question if you want to reach out to me I'm happy to send you know a couple examples of of what I typically send but um usually it's kind of some type of format of um you know some type of opener and and getting excited about their work um I'll maybe bring up a little bit about the position I think they'd be a great fit for here um and then make it pretty short and sweet sign off um to hopefully continue to engage and I think one the other things it's not always that initial email it's the follow-up emails that are really really valuable so that would be my my helpful advice there kind of another followup on that Kelly another question that came in yeah uh you know when growing so fast and recruiting Engineers uh spending a lot of time interviewing and involved in recruiting how do you build that partnership um with with these candidates that they want to stay involved and don't get burnt out um you know how do you help Foster kind of that like you know recruiter candidate relationship through all these stages yeah it's it's really really tough and even U we have some of the nicest um some of the nicest Engineers here and we again we've built this really great great partnership so um but it took a lot of time and there is going to be that burnout I think at the end of the day you have to make some decisions to hire at some point um we've been lucky that once we did hire um we've been able to kind of slow down and kind of have periods of slow downs for these groups and then kind of ramp again and so I think we're just very cognizant of not keeping the same Pace throughout the whole time we'll do something different maybe like a code Sprint or something like that to to refresh the pipeline and do something a little bit different uh that was one thing we did for kind of these senior level Java generalist roles we deed to build that really special code Sprint um instead of just doing our standard Outreach um that we had been doing for like the last six months so um so that was kind of good to switch it up um I generally too believe in a lot of personal touch I think now nowadays um you know there's a lot of emails a lot of pinging about things and it does you feel almost as a recruiter like you can be an annoyance um and something we definitely want to avoid so I try to do a lot of you know I'll go up to their desk I'll even bring like little sometimes just to kind of you know continue to make that connection to say like I know I really appreciate your work kind of what you're committing to this process right now so um as long as you're kind of thankful and and keep that P that communication line really open um they seem to be really grateful for the work you're doing as well and I think um maybe that's one extra piece is definitely um you know show them the type of work that you're doing I had a a hiring manager for a while that was really concerned about her or you know hiring process and I was working really hard on the back end to build a huge pipeline but I wasn't sharing that with him it wasn't something I had done in the past and once I opened that up to him and showed every you know all the people I'm reaching out to and um showed him the pipeline um Greenhouse that was previous to Greenhouse now they can really see that in in the prospects tool but um he he was blown away with the amount of work that I was actually doing on my end to build that Pipeline and sometimes they just don't understand they think it's kind of we're pushing it on them to do this work when really again it's totally a partnership we're both doing a lot of work to you know make that higher cool awesome Kelly um so a few more questions on the Hecker Ring Side um there's a question about specific um you know like uh coding languages that we support specifically they're asking about etbi python um so I would say h breaks down into two important um areas one is domains computer science domains and then the other is programming languages um so on the domain side we have things like artificial intelligence AI um functional programming algorithms things like that um we've also got uh mobile development and um Linux system Administration um and then so that's the domain side and then on the other side we've got kind of like languages like C++ Java list a whole bunch of others python I know we do have um EPL and Di not sure I'd have to check that being said um if whoever ask that specific question uh that question emails me I will send you a link uh to a site that has all of the code languages and domains that we support um another person asked how code Challengers are scored that's actually really good question um so a Cod Challenge when you're taking it uh it basically gives you um sample inputs and samp an expected output right so it'll give you a problem and it'll tell you what you're trying to do and it will give you a few sample inputs that will lead to sample outputs respectively um so obviously um your code whatever you produce has to ultimately produce output that matches our expected output results now that may sound like it's easy to spoof and it is for the test cases that reveal um but we have a couple exposed test cases but then we have like 10 or 20 hidden test cases that you cannot see and then we will run your code against all of those test cases and see if the code produces the expected output for all of those test cases many of which you couldn't see in the first place now in addition to that we also have a uh a timeout rule so if any particular test case takes too long to run um then it either went to an internet Loop which is no good or you wrote code that might have worked but it wasn't efficient enough so we're basically testing against efficiency and accuracy um so that's uh how we score code challenges great question um let's see here I think we're kind of winding down on the questions um how are you effectively tracking your candidates through these platforms that's actually what that's basically green houses like bread and butter is candidate tracking um so you would use Greenhouse primarily to track all of these candidates and the hacko rank assessment scores will be automatically integrated into your Greenhouse tracking system um I think there were a few other questions about pricing if you have pricing questions about either hacker rank um about hacker ring please just email me directly and I'll be happy to get you in touch with the appropriate people because obviously we have different product subsets and packages and and offerings and whatnot so it would be a little cumbersome to cover here um another question am I only allowed to sponsor code Sprints um no you can actually host your own entirely where it would be only you uh that requires a little bit more um involvement with us like helping set up and pick questions and things like that or as Kelly said you can also sponsor coach Sprints where you and a couple other people um basically sponsor a Cod for that we are hosting and then you will still get access to that particular um lead list um okay I think that actually covers pretty much all of the questions um there's a few if we if you asked a question and we didn't answer please just reach out to us privately those would be better questions that we can answer um you know in a more you know private setting um either because they're about like pricing or uh things we've done with other companies or things like that so if you have a question that didn't get answered please s to email the appropriate question or sorry the appropriate person otherwise I think we're we're going to give you 20 back 20 minutes of your time back um I think that's always a positive um you know thank you so much for attending our webinar thank you Kelly for presenting thank you Greenhouse for sponsoring the hiring hacks webinar series it was great to have everyone here today um Kelly if you'd like to say goodbye too by all means yeah thank you guys so much for your time um yeah thank you Tom and then the team at Greenhouse um again happy to answer anything offline if you guys want to shoot me a quick email I'm happy to go into the discussion a little further we've certainly discussed a lot of these things internally here so I'm happy to share that information awesome thanks again Kelly thanks everyone for attending uh there is a little waiting bar in the top right of your screen if you want to give us five stars because we were super awesome we super appreciate it um as we said this recording will be available after it processes and thank you again for attending we super appreciate it enjoy the rest of your weeks