5 strategies for being a tech recruiting champion with HackerRank [Webinar]

you hi thank you so much for joining us today we're going to go ahead and get started today's webinar is five key strategies to be in a text pretty champion with hacker rank there is a dog number here if you need it let's see so I just started me that people might need it move from this slide so people questions if you need to style and after we move from the slide just send us a question also if you're on the phone conference please go ahead and mute your phone so we can avoid background relays alrighty so let's go ahead and get started today we're going to do some quick intros and then we're going to do a quick a current 101 it's the beautiful webinar where as I said it will cover the five key strategy used to be in a tech recruiting champion with half the rink at the end we're going to do a live Q&A you have questions you would like to ask you can enter them into the queue a question box through WebEx for them all at the end of the QA some of you have already submitted your questions via survey monkey and we will answer those as well so that means that my name is Tom nickel mining head of marketing at hacker ink and I'm going to do some brief introductions on korang except for those of you who are not familiar with the hacker rank platform will understand what we're talking about when we to the star of our show today Linda Condon head of the university recruiting sure storage she's going to be sharing all her kept recruiting strategies with you either go through the rule no.1 and as I mentioned before if you have questions about the webinar please type them into the Q&A box and we'll get to them when we get to the Q&A at the end of the webinar first things first just a little bit about hacker Inc a current at its core is skill based tech recruiting as well for all you type recruiters you know that you're always looking for top tech talent it also know that it's not always that easy to figure out which candidates are truly good programmers and which are not so current sets out to solve that problem by giving you a platform that allows you to actually proactively screen technical candidates the way we do that is through the kind of like the three tenants of tech recruiting and hiring the first is sourcing the way that will help you source is they are very passionate community of developers there are over 1 million active developer on the hacker Inc community right now they come to take our code challenges what our poll is based on if you're not familiar with coach is basically a total challenge that coders come and they solve online school work there a lot of fun they're very interactive and compete in contests and our global leader board on a current com it's a great way for them to the new programming skills new domain or tune in sharpen their existing programming skills way that you can source n ears to the African community is through code sprints basically an online hackathon where thousands of coders will come compete on the same code challenges at the same time and then any programmers who opt in there on type information will be shared with our coach burn sponsors just supplying them with a long list of very talented very qualified arrange to date well between fertilize company pages and company pages where any company can post interesting updates about what that our company is up to or what kind of hiring these they have they post their own co challenges and these get displayed by a news feed to our hacker and calm there's a subscriber so it's a really great way to act with our candidates out store with our community outside of code sprints so that's the source inside obviously the big thing is you know if they're going to if you need how are people you need to find these people for some of these people the next big tenant is screening and as I mentioned what we basically implemented is a code challenge platform automated skill base screening can see exactly how well a candidate actually programs and you can do this i lost over 30 different programming languages and domain you really have the flexibility of test candidates across java c c++ and my other languages so you at the tech recruiter can really take up with your hyna manager and figure out exactly what they're looking for you've done that auto screen say you send co challenges off to 10 or 20 candidates you actually end up with a stack rank list of how all these candidates perform you can very easily review these results of the hiring manager figure out who the top contenders are and then them for an interview so for interviewing which we consider the third tentative tech recruiting local tool called code pair and what code predator that combines a up coding session live webcam session so that interview anyone anywhere in the world and a really good idea for what their programming skills are as bad as what the finality is like whether or not they'll be a good culture fit so it's a really cohesive way to get a full for the candidate till second one interview session today when you combine this new tactics for sources rate and interviewing the decoration today you can really hire with a lot more confidence than you might be used to we've got these objective results you've been with them you know exactly how they say program you know if they'll be a good culture fit really add up to daves riven tech recruiting which is you the power to hire with confidence for the hacker a moral one i promised i would be quick and i love to stay true to my word so now as for the agenda of what's to follow now you kind of got a quick briefing on how to rank and what we do we're going to begin our a little discussion with Linda calm in here excuse the head of University Relations from pure storage we're going to chat a little bit about four or five top strategies for the kept returning champion with hackers and do the Q&A at the end and as I said if you have questions feel free to type them into the queue a loss as we go along and we'll answer them at the end so reduce Thank You Linda for joining us it's a pleasure to have you it's not sure to be here awesome dive right in first languages are going to talk about on is communicating the value to tech recruiters so why don't you tell us a little bit more about what you mean by that you implement the strategy well the technical recruiter I don't know about anybody else on here but I've been inundated with that are trying to sell tools that are going to change our world and usually you know it's a note when I look at a tool I'm all trying to determine what is the problem that I'm trying to solve and is this going to be a cost effective tool to use so when we were attacked ranked at my previous company we just started our university program met a few problems that we needed to solve one of them is we had a very high volume of applicants and RX over a thousand and that was just at the beginning of the season we also had very limited resources and a class that was ticking in a very competitive market so our first season it was funny right before I met with hacker ranked literally the night before I met with them there were three people on our team and we had once that we were going through that had over a thousand applicants in it and we were all on at the same time until midnight so you can see each other pinging pinging we were going to resume after resume after resume and so the next day when we got the demo for hacker rank it immediately hit me like wow this is a tool that I think we could really really use to help us with our volume and so a few different problems sort of always with us sometimes we weren't having to review all of these resumes at the same time and a lot of times university students / till early the resumes aren't always that different because they don't have a lot of experience so there's going to be one thing we weren't going to have to play God so to speak and and I miss somebody that potentially be really good but not have a great resume objective that everybody's trying to solve is how can we do how can we reduce the number of interviews for hire that some stuff is also very appealing to our engineers annotate experience to me is one of them fifty balance that I feel this tool has been able to help us with and that is because now we've got a huge wreck of applicants and now we can out to them and eventually have every single one of those people participate in the first round of interviews right you know just go back to you know not playing God so to speak quote unquote you know I think that's a really good point right because when you go to a career fair you end up with a big stack of resumes and they all kind of like look the same so you know what was the process like before hacker rank like how would you even have gone through let's say 200 resumes but all kind of like what the same previous process and in what ways of hacker I'd really like expanded that made that better when you're talking about a career fair you are looking and maybe having seconds with each candidate look at these there's anything on that resume that kind of sets them apart from somebody else and then maybe talk to them protect you know lista de it participated in some changes or info at school to just try to put I a lot going see if they have worked on any projects that would look relevant information limited information and there's only someone's thinking of case and they're not super familiar with you know other text reading process works they might not even know it but on their resume to stand out then like a tool like this in terms of tech recruiters a lot of like time savings was something like this oh absolutely you're looking at through resume my resume resume now you actually have a tool that you can send every single applicant give them a deadline and have to challenge and then at the end of it you know exactly who you're talkin today sir Syria is set by the entire nine teams so if you've got an interview team you grant you gather them together and say what skill sets are you looking for let's create a challenges that will essentially take place of the technical home screen and that that actually is i think that's a nice segue into our second strategy obviously i think there's a lot of value we had for the tech recruiters so what about the engineers how do you get the engineers and the hiring managers kind of on tour with something like this well decided after my first demo with with hacker rank and i thought it would be a breeze to kind of show this to our engineering staff but it turned out to be even a little bit more challenging I thought my lender is it always is I went to hearing and I asked him to give me a group of a group of managers that would be able to kind of look at a demo and decide whether it was a good tool so we called our first meeting we sat at a big table and within the first 15 minutes we realized that four out of the five managers in that room did not believe in technical interviews and the hacker rank representatives Jay who is there it was his first day and I had no idea so he had his work cut out for him but I still really believed in this tool particularly for the problems that we were trying to solve so I asked Jay to give me a few weeks I've talked to a few more engineering managers and I and then I got a group of managers that I really thought would people to have in the rooms I think it's key to make sure that you've got the right people in the room to make the decisions so the next meeting went really really well we did a demo we think they had questions that they asked and then we got a group of engineering that were willing to put together a few challenges and test them out and once we had that we're cool um I mean I'm just a lot that engineer entire managers in particular are some of the hardest to get on board with this someone like their former process is right is it about like they have a process they think is going to you know just there's no remote cool that could possibly be better than their across how do you have you listened again kind of like thinking like that I've seen both because I've seen some teams that actually don't have a great pot process and if you're an interviewer interviewee you know when you go into an interview and are asked the same question by three different people that that's not a well-prepared interview team so I've seen that happen absolutely not where I am now and actually even have a previous company that didn't happen very often but we all know that it does happen if you've got a tool that essentially is what allows an interview team to put a challenge together have the candidates take the the challenge and then it shows you who the top challenge is when your interviews your next round of interviews you're able to go in and see how the applicants answer the questions and you can have an interview that it's more comprehensive you can say Tom you asked why the the candidate answer the question this way or Bob you look this way and Sally you ask the candidate is so you can actually go in very well prepared for this for this candidate very cool I've actually I've heard stories where young engineers are actually the most reluctant ops you know hacker rank and and now they once they saw the data I mean what they will require it and ate it and they had it no they can't live without it basically once you get over that hurdle kind of showing them the data they have to be let more than told in a lot of ways and one of the key parts that has been helpful for us is the fact that I and I've had to do this a lot I've asked your team about hacker rank to come in and meet with a group of engineers so perhaps we have a new team that's just starting to build out a challenge you know solutions engineers that are able to come and help them out in fact we had the back your founder and CEO we had him come out and talk to some of our engineers last week they were they were worried about if there were any limitations that were going to hinder them from kind of creating the challenges that they were looking for and immediately if it wasn't something that was already on board Vivec was already saying okay we have it down and work on it and see if we can work it and I've had that luxury for the last few days I've been working the tackle rank I don't know how many times I've gone in with an idea can you do this can you do this and land you guys deliver so it's been it's been great awesome ok let's say way to our next strategy we've covered tech Reuters you covered engineers so what about the candidate out how do you find it is the best position this properly with candidates that that are excited so there's a few different parts i think the main key point here is that you don't put in it as a quest and quit or test if you aren't too inclined to one to take a quiz or test so if you present it as a challenge particularly when you're talking about engineers because they love challenges then that's half the battle it's look at how applicants apply now online they really feel like there are attorneys are going into an abyss that they're never going to be heard from him you end up you know just waiting to see if you're going to get an automated response but let's say your automated response system process to say the first part process is to take this challenge which was prepared by your interview team and if you took that that's one more opportunity for me to being considered so I think that industry side when we're out on campuses going to career fairs and we're talking to candidates and telling them that every single candidate is going to have an opportunity to be considered for the role and that we had a challenge for different roles so that's a so when you since you have you know obviously with multiple roles that you're hiring or what happens if the candidate takes mole challenges or replace multiple roles you know does that impact on on other things that they apply for or has that work no I think that's another part of the beauty I mean when we talk two candidates encourage them to take the quiz oops what I call it a quiz we encourage them to take the challenge and let them know they can take as many challenges as they want and that really we're only going to be looking at the top performers for a challenge so they like that and also one of the things that we've been saying is that it gives some great insight in to prepare for the next round of interviews to serve if they move forward so I was presented so she'll get five four three native horrible into they really want another you guys don't care they didn't do so well the other two as long as they did really well on that one they're all ya know and I had a few examples in my previous company where we had we had near that took multiple challenges and ended up scoring higher in challenges that they didn't think they would and they got hired for those positions and they came in and said I was so surprised I took five challenges in the one end of the best on is the one I thought I wouldn't do the best on and they been very successful it's almost like it helps you find you know Curtis who has more of a natural knack for things they hadn't practice as much for they almost did better with that's definitely cool well it kind of like today Dan you're looking at a job description is that job description really going to show you everything all the insights on the bowl members then if you're a hiring manager is a resume going to show you all have to offer an end date where this kind of bridges that gap right do do you have any like objections deliver say I you know I don't want to take this challenge I don't have time for this one I mean I that is one of the challenges particularly in the industry when you're looking at more senior people say it is something that I mean that is a challenge we have challenges as recruiters all the time and that's something that you know we need to as as a recruiting team and every cute the recruiting community file this is the thing that we can present as a win-win for people I think it's easy for university students because they're used to taking challenges are used to being online used to actually taking tests and people that have been out of it for a while or even haven't interviewed in quite a while it's a bit daunting so that's something that we need to add a recruiting command and ease the fears and then we present it to them right you know one thing that occurs environment have done this or not but it seems like most coders who are passive popular take a programming challenge then similarly stuff on a whiteboard right like if they do get an interview it seems like they'd rather be doing what they love versus white morning or 30 questions and things like that so one in your level guy is agreed to do it the end of the experience do they have positive feedback are they gladly ended up doing it that way personally I haven't worked with any senior level people that I've done it so I'm just going to put that right out there i can tell you we've got very positive feedback from any of the students that have been using it i think part of that is because they knew they were getting considered where they might not have sent before right and at the other day it's for gamification of coding is doing right now so they apply for jobs while they compete and like when probably they can do so much more than just hear so many more angles ok I think that's good that we were able to cover the tech recruiters the engineers the candidates so it's a little bit more about you know I know your fourth strategy is start small so tell us a little bit more about what you meet my what I'm first example was you know there's a small group of engineers getting people in the room to make sure that there was with the tool they're one of the things that we did is we had to create the challenges what was really cool we actually had a meeting that was returned so we had I think three or four different teams that we're building out a challenge they go out to their kings they come back and they share it with the other team members that helped each other grow and kind of pushed some innovation there which was really great and then we have them send the challenge out to their team members see anything any red flags anything that they needed to Terra before we actually launched it to our candidates so that was another good piece of advice and then the tool it just it sold itself so managers you know they started seeing the benefit of this immediately then they started talking to some of their peers and then they wanted to use it and then very quickly those same managers that were hiring university students wanted to use it an industry and I've seen that happen you know in more than one company I actually had a colleague of mine that had been reviewing a bunch of tool and had been one of them and we were chatting we meet on a regular basis and share best practices and we were talking about tools and I think that you know we had just started using hacker rank and I was really excited about it he said I think we were looking at that but no we didn't forward with it started talking about how great it was check back and they started using it and I started using it like we did at University and within weeks industry wanted to use another one of your bigoted customers so I think I think it's that way you know no no one wants to be told what to do most people want to learn what is a better way they were under process or all those sorts of things so I think it's definitely pointed to pick a very targeted initial team that can be successful with it let other teams see how much more successful they're being see the buttons that they're reaping and that notice on it naturally that's actually a great segue into the fifth strategy which is tied to this which is let it grow organically and you kind of touched on this a little bit i know you have some more awesome tips for how you can take that seed and watch it grow very organically with an organization I don't know the first time I was listening to the demo I was excited about the possibilities that this tool could open up for us I mean we were just at the beginning parts of building program and process so we actually as our strategy for hiring which was great but I other benefit so you mentioned briefly about host hair curler means that well first of all the back so they let's say we have actually we actually broke your system the very first time we sent out our hacker rank challenge at my previous company we sent 500 challenges out at once and that into happens before and so all of a sudden Justin was wondering what the heck was going on and they had to stop it and we have the vet come in the next day is it wow okay here's what we did here's how we fix it and here's what we need to do moving forward that's when I knew we had the best sport ever mention i remember writing out our first challenge at 2am looking at tech support and was on the other side going hey Linda let me walk you to it or if avec was on it another time riddle they know I was waking them up and they were just responding immediately so on brokers so people who visit okay and is your founder and CEO of those correct so you have a very responsive team which is awesome through the CEO I'm sure the CEO in fact I was on last night with him until twelve-thirty am but quick errand we not only had a challenge that we were trying to do a challenge we had a problem that we were trying to fix non technical roles and I was trying to figure out how we could use the tool for non-technical roles so a few things that we went a few early asks that we had for this tool was how about Jim candidates the ability to upload a project that they do as well event to the role I have thought the time that we're going through college applications and they're always something that they wish they had been able to say in order to be considered they just were always disappointed they didn't have that opportunity well what if you did what you're saying here's my resume I take your challenge but in addition to that I've been working on this Linux project for you know six months and I'd really like you to see it and think it's really relevant so students when we presented that to them they were really excited about that opportunity we also were looking for marketing roles so now we had an opportunity for certain questions that we wanted to ask about experience you know did they have Marketo did they have sales force you have you know any tools that we thought were relevant will also allow them the opportunity to upload the writing samples or link any of their website anything that they felt was going to be helpful in presenting that rounded way than just your typical resume no that's that's a really good point because for those of you on now hacker ranks of course obviously coach owned and you saw his encode but we also have multiple choice questions that you know upload your project type so it is a good opportunity extra skill set and I mean the casting resin is even with me I remember I did a lot of computer science projects in college and at the end of the day the only what I was basically only going to do about them because you end up getting and that grain go to the report part in that great selection of your GPA but the GPA is about as deep as most people ever see where they would have been so cool to my honors project or these other class sparks fly did you could really step into the code that I've written as a student instead of it just kind of being lost on a floppy disks for those of us who remember those so it's a really great point and I would imagine do you get candidate feedback who kind of say thanks for letting me represent myself as more than just a resume yes absolutely and we're getting to see that the most is when we're talking about it at career fair so we have a lot of face to face of students so that that's been good also for when we hire them only have new hire orientation we definitely been getting positive feedback from that so it's exciting these are the other things that I'm excited I know some company will put a challenge like on a monthly basis on their website so that's also fun and it brings people to your to your website another thing i'm looking for doing is setting up some changes between tool maybe rival schools computer science departments and so the sky's the limit yes go you know pops you kind of like the nature or packard.com so I think you have a UCLA kids these USC kids compete you know for an orange ob's only that was more interesting and intriguing very cool well I think I'm that pretty much covers the five strategies that we wanted to go through so we're going to skip ahead to the Q&A now so what we'll do is we'll go through the questions that have already been asked by a survey monkey first and then we will also go through questions that you asked by the chat box so then it online from Jamie he misses that most tech people obviously are not actively looking for jobs on the you know company limits itself to sourcing those jobs because the pool can be a little bit small so Linda do you have any special tactics to reconnect people who are not actively seeking a job actually yeah I think really how Packer ranked started with a community of people that were looking to do challenges and then it evolved into a recruiting tool and one of the things that was read we launched was your company pages so it's taking your community you said you you know it's a hundred and thirty active users really on this tool and a lot of them are passive candidate well you've allowed us to have an opportunity to have a company page with that company page you can put you know technical blogs that are you know really technical that are going to attract the type of challenge that you're looking for and you can create challenges this something that was just launched and we're currently working on the challenges that we want to to launch on our company page so I think it's a really good way to kind of take a long passive community and start getting some visibility into your company here very cool Jamie actually had another question she was curious lately there's obviously very heavy emphasis on recruiting women minorities veterans you know how can you think about research these demographics what you have for that I mean for insulin tree source for screening candidates but the creativity doesn't have to come from hiring team but you know we talked about why not going and setting up maybe a challenge between two military bases that would be one way to get some rivalry going in a good way to get you know some ability there another thing that you know maybe you could do a sponsor and meet up with particular demographic there's lots of women and technology meetups that you can do you can sponsor one you know at this and even create may be a challenge during that time the thing is you now have a tool and a supporting that allow you to be creative and we really haven't we haven't been able to tap into that as much because we've been so bogged down just looking at remains so now like if we take the time to defend going through the resumes and start thinking of more creative ways to engage with our candidates and following us to have a tool to do that I really that that's the part that excites me the most about design right and if you actually have one final question JimBob yeah i know jamie has lots of questions with a great question you know as engineer she often gets you know kind of cookie cutter emails sometimes the exact same popular page from the same recruiter or multiple retrievers you know what are some ways to get tech recruiters to be like more creative in their out beeps like what is what is pure stores do or what is your self do I mean it's a few different things I mean the reasons there are canned responses and today is because we're dealing with such volume of candidates but is the issue really that it can response font that says nothing and thank you for applying to our position if you look like you're a good fit will reach out to you and that really isn't telling the candidate anything except that they got a canned response but change that response you had a say that every single Atkins is going to have an opportunity to go to the first round of interviews and part of that process our interview team has created a challenge that that you can take some a deadline and let them know that you'll just ate whether they're going to proceed to the next round now the candidate experience said no wow okay I have one more chance one more thought to get into this company they also given a date that if I go to your back i now have closure so I'm not wondering if I'm lost in the event you know if I'm still being considered so that's how you know you successfully gotten great feedback Kennedy that have for their okay okay so question she's like some more details on online using technical scripts for non-technical three years oh the PM hacker rank is that you no longer need to have this script known that I clinical phone interviews from non-technical people which is painful for everybody and it really doesn't provide a good kid experience at all I mean I have I have nightmares still from a first very long technical interview so this one now now we got a team so you know like I said you guys solutions engineers we recruiters are able to work with the interview team so now you're partnering with your interview team you become an expert at gathering the team to create challenges that are going to be the most effective so if I have one team that have had great response rates from it and it's very clear from the top candidates are and then I get another team where they're not being a successful I can bring them over and kind of show where where they can improve so for the recruiter or you're richer partner in that hiring experienced who are respected prior I have the technical expertise they're the ones that should be creating the technical but they should also be the people reviewing the technical question right definitely okay one of the other things I forgot just while I was thinking about it so we have solutions engineers but each you also have a library of questions that are already there so it's not like everybody starting from scratch when they're trying to create these challenge you have a huge library that you're allowing for customers to be able to use and then once our team this is something I one of the asks that we had had that were able to provide us is once we started building a lot of our own challenges we were able to have our own library a question so let other team members coming in they didn't have to reinvent the wheel they were able to go in and take some of the other questions that were already bedded and use them in there a chance that's actually a great point I don't know if I test on that dream I hackney overview though we do have a built-in you know cochons library houses of questions for people to pick from or you believe it to rent your own you can you can never learn exactly to a role or domain you're looking to hire oil so she has a few questions you know so I figure out for listening stage which i assume is kind of that makes take all the person has done you know quality or not that was where that was a challenge that I had faith that I mentioned where we allow people to upload a project so I that was one way we were able to help penny differentiated but really it's the it's the immediate in in real time so if you send out and please send out 50 judges at the same time with the deadline know immediately through the top 5% are if the challenge is done well takes the guesswork out of the recruiters requirements yeah and along those lines you had also carries hosting was whether someone is exceptionally vengeance overworked or not I followed you the challenge questions are really was key here and to send the questions out to your team members first to make sure and see how they stack rank I had one example where a team to do that they sent out a challenge to 100 candidates and fifty percent got top scorer for defense got missed for and you know kind of choked but you still now don't have a very clear bar who the top five percent right so you need to kind of go back make sure that you've got like easy you want you easy questions moderate questions and then the difficult questions they're going to be the differentiators right can you guys move on to a broad range of scores you just you don't want half the top and half the bottom right I mean it should be quite simple to look at the results and the bar should easily be identified based on the results that you get from that first send out and I mean so I didn't used to do two good questions in cover again locationally with these candidates feel or four maybe how they're going to do on the challenges you need as a recruiter you need to determine whether you're going to talk to your candidates these priests and the challenge out or after so we had talked about like if you set up an automated email and effective automated email on your 80s that kind of goes through what the process is going to be then you only have to reach out to that top five or ten percent and that's when you're able to go in into your preclose able to really down and and get more information so yeah premature you're hiring teen now you have here is the resume here is the challenge here's all of the things that are important to this candidate here's why I'm presenting them to you so it really just helps take work out of your actually ok Frank has a question where can I find the talent that's currently working in freelancer mode I assume that means you're looking for freelance programmers who have a full-time gig actually also the answer for that within the context of hacking as I mentioned on the influence and company pays are going to be your your way to find those for you n 10 today's a coding and they are good freelancers they're probably practicing we got candidates like that a hacker community there's an online hackathon or our voters come compete the same time on the same challenges and then ultimately you basically get a list of the people who often share their contact information free ministers would almost definitely do that for three pages anyone who's following companies on that community maybe they don't want to be a free lunch and maybe they do want a full time gig so they're falling a few with the company's on Hacker inc com to see when they post job offerings or co challenges trying to get a foot in the door that way and we've heard a lot of candidates who have actually done how i would suggest sourcing more freelance candidates Murcia has a question what is the medium time or average time needed for a five or more year experience developer to solve a challenge on hacker rank is this time tracked and recorded so the fans has always been given to us by your team has been to set a time limit limit of about 45 minutes to an hour for a challenge and then jump is doesn't matter what level it is that the challenges should be geared towards like that you are looking for so whatever level you're hiring for the types of challenge questions should be geared towards that level newer that's one thing that's really important before I forget to make sure that you let your candidate and can be know whether it's in that email or what you're telling that is a time to challenge and that as soon as they click on it that and the clock starts ticking and they don't get another opportunity to open it so that's really key so it is recorded to answer your second part of the question not only is the overall time recorded but the amount of time per question is also calculated which is a pretty cool thing right yeah really cool to point out that you know what the candidate can be a channel a test or I can go back to the hiring manager by step I know the therapist some other questions about you know how do we make sure they're not copying stuff off google and i would say for one there's time limit there's only so much research and you can do a google in an hour if you spend 20 minutes trying to google a solution for one question and then you missed the other night you're going to score for poorly and then furthermore you know if you go back and watch the recording and there's a big copy paste block then you can rest assured that they probably didn't write that themselves so i think there's a little bit of a human touch there's also some automated touches on our part we do also do plagiarism decision so if someone has you know not a glass door and copy and pasted and answer or something very close we will actually alert you to the possibility of wagers in there obviously some questions are sufficiently a straightforward where they're going to look like pretty similar but more complicated questions obviously every code is going to have like a different solution so fast about copying players and stuff like that we do have a number for ways to do detect that if there's any other and you want to add to that I mean if they can even a step further you show the IP address so if you've had some people take the chance from the same IP address and they get very similar answers that is also a dead giveaway so we we've kind of that oh yes I mean we definitely take every precaution to make sure that the tools use legitimately and that the answers are getting are legit and then the other the final failsafe is that even if someone cheated their way through the initial screen you won't get to a code care interview we're literally live on the phone with someone interacting talking coding live go to the hiring manager if this person you know cheated the early rounds are actually know what they're doing so there's a lot of fail-safe built in and in fact actually that was a question that also came in from Gary he kind of said you know a lot of you some of these questions like egg drop palindromes of a naughty vs can all be found online so how do you you know detect that he's like that so Gary like our answers pretty much cover that like we said waiting detection time limit recordings clear it is but there's another part of that because it is something that I worried about as a recruiter and actually it has happened where you know you work really hard to build out a really compelling challenge and then next thing you see I'm on glass door and it is frustrating and I don't really understand why people do that because they're putting it out there and it's their competition right so that anyway it is what it is what you've done and have encouraged our teams to do with you know come up with multiple challenges that kind of been at the same skill set so if you're noting that this is happening you can just swap it to another one we have an engineer who's really kind of he loves to do this and so we were looking at building out another challenge and he decided he was going to build out ten so he but he's definitely said this is something that was meant for him and I don't think 10 is necessary but it is I have to write and then once you have couples you can also every month you know once you filled a certain role you can always make a concerted effort to make small tweaks change variables change inputs so calm you know instead of serrated automatically to reverse alphabetical things like that change it just enough so they Google the question it may won't actually find or go simple so basically of another way that I've heard other companies and approach that 24 different tests we offer university we have like ones that we use this bring in one that we used for the fall let me go back it'll be the same people that are trying successfully cool so we have another question about where people on a list of the languages of the frameworks that you can use Android challenges and about all this on our website it would take a while to list out but if you go to operate / environment complex environment it will tell you all of the current bills that we support for all the languages that we support and the final question that came in by the great questions was from Angie do you see text reading turning toward working remotely as a recruiter Angie I think this is more of a company culture question some I know some companies that have mostly remote recruiters and then I know some companies that don't allow any of the recruiters to be remotes I think it's definitely a question that you want to during an interview to make sure that what preference is that you know what up front okay we're going to jump to the more live Q&A which is been coming in through the chat box since we've been chatting that plenty of time to go through a lot of these first question some all answer some of these when it lands or some of the other ones will ask you have statistics from the demographics and geo locations of your developer based patterning obviously does and we're obviously global we have developers probably and if not every country then pretty close to every country obviously some countries are more positive there we've got a lot of developers in india we've got along the united states we've got a lot in russia and china so they actually if you kind of imagine where you think our developer community would basically be based it's probably pretty similar to that the big company or the big trees that have a lot of programmers cause we have a slightly statistical advantage in terms of the developer base but it's definitely a mix is definitely blow full okay next question chenille and asking what kind of innovations are we going to see in the future are some that I can talk about their play that I can obviously we're always looking to add more domains or programming languages support for additional role types things like that so we're always trying to be as deep and as broad as we can be so we can support as many roles are important to check recruiters as possible some other innovations we actually are also implementing a lot more oral I all stuff where you can very easily see how much time hacker ink is saving your tech recruiters how much money it's saving you it can track things like hires and you know sign things like that this is actually if each other can be um you should pretty soon that far as much as I can talk about publicly other stuff is a little bit more private will be coming up soon so stay tuned I have to say like you I get changed by you to me and saying hey we have this new cool feature more than me coming to and then hey do you think you'd be able to do this I is funny because I've gone to our engineering gene in the last six months and they're like another another feature something else and there's like yeah very proactive from that perspective it's great we doesn't find we definitely want to keep innovating innovations a big part of our company culture here we want to make sure that this product platform and we always want to be ahead of the curve Michelle is also asking how long do the hacker in challenges if we let you take that long tip in 45 minutes to an hour I think that's what that's the rule of thumb that you guys have given us guidance I think that's worked out well yeah I think just to like a slight appendix of you you can actually basically define how long you want to give a developer to take the curl challenge it's not something that we dictate so you know five minutes to an hour is definitely the nor the circumstances where there's a little left i'm a little more time and in a few cases some people don't even have a time limit I think that's rare but I have heard of that as well yeah and then I mean we're if we're talking about two different types of challenges so if you have the types of challenges that you're sending out to all your applicants I would recommend 45 minutes to an hour but if you're setting up challenges on your company days you can do whatever you want you can have them be little new challenges or you can have them be like about any time on it and just make some as intricate as you want so cool ok but di would like to know if you tell us more about the ability to upload code samples instead of doing a CO challenge i'm leon to you yeah buddy so essentially you know I'm sure we've all been on the website for would have been and you know an upload button where it gives you the opportunity to add a zip file or something like that and essentially Canada you can give a candidate that option then you're hiring manager would have to go through that Co inspected or compiled on their own so what are the big advantage to hacker rank built in co challenges or the coach Allen as you build is that we will you know automatically compile it will execute it will compare input output low matically score for you will check for plagiarism all that good stuff so it's it's definitely cool that canna can upload their own code samples if they like to but it does require a little bit of more manual inspection on the hiring managers part and then a whole up to that was any api's we can use hacker ink does actually have AP is a few companies who have taking hacker a platform and use our API to expand it use some other cool stuff that they want to do tests on this a little bit there are obviously plenty of non technical roles that people hire we've got a few financial firms that are also using this to test MBA candidates on like multiple choice business type questions and filling the blood also have applicant tracking systems like green house and job I and other companies like that who we edited using our a UPI there's actually a lot of things that you can do with the hacker new API you want to really fine-tune it customizes slim it down bigger whatever we have a pretty robust API ok so I'm TIA these are good lessons by the way thank you everyone for submitting these Thiago would like to talk about how hacker it applies to recruiting like senior folks it don't like senior folks may be a little bit more resistant to this maybe it makes them feel a little bit to Jeter so how what are some other tactics that maybe we can work with folks i'll definitely let linda answer this as well but from my own and from other customers we've talked to it's really all about positioning selling them on the value you know settle on the value of the job interested in and the value of them being able to showcase their skill and sprocket pass some tool kind of like boring white board theory interviews or interview type style the chance for them to really showcase just how senior they are so when a little younger pacaran can be a great way to disqualify when you're looking for senior level candidates hackery is a great way to qualify so if you sell this on how they can really sell themselves and get the job that maybe they feel like they deserve at their level we've heard that thing goes a long way with cedar candidates though I'd love to hear if one has any additional factor feedback I really think this is where you would definitely want to be talking to your candidates before you send them haven't automated here's our fears our challenge you want to talk to them and let them know the ad your interview team work really hard to show the types of problems that solving this type of role and I think when you present it like that rather than get coding challenge it's like people want some insight into the role within the job description as we said before if you can actually only chance that show the type of problem solved in your company in those roles and you present that to your candidate you're leaving them a region want to take the challenge if you also explain to them that it's an opportunity to really get some insight into the role and see whether they the veldt feel they're ready for it I mean that's part of it I mean when you're talking to candidates I always say it's not just us interviewing you you're so interviewing us you need to see whether this is a good fit for you and to have an opportunity to do that and for you to present it as such that's our thing so if this is something I think it kinda cool and putting you on the spot I think it would be really cool to get round table and get some best practices share here in this because I know it's the biggest challenge to get senior people to be willing to take this and kind of not be indignant about it so if we can work on how its presented and how we can change it so that it's not maybe the same as what we do with our literary candidate you think that'll be something to be 412 very cool absolutely okay mike is curious one of his annotations is generally competition for applicants that they source so if I want to qualify how can I ensure they won't get recruited by someone else on the platform so that's actually a great question we'll have to answer it to fold if you source them directly from like a company page or a code sprint there's really no guarantee they won't get recruited by someone else because obviously they're kind of like looking for a job however if you have the platform use that for screening and interviewing and you send a candidate a co challenge or a test or whatever and it's a candidate you sourced only you and the people on your team will see that candidate and hacker in for work so if you sent a candidate one of your own co challenges there's no way for anyone else to know that work can post that candidate will remain solely in your candidate you so what if you have any other no I mean we have recruiter licenses and we set up our challenges for our rules nobody else sees that so cool yep so you know anything in your hackery for work count like that's that's all those candidates or yours Odom's company pages can't control what the candidates may do but outside it's all your guidance okay Mike would also like to know how many personas did you create challenges for an example I'll definitely let me take that one previous company we built a shout out for every single rule and that's literally you go and you do your intake meeting with your manager you meet with the interview team you ask them to create a challenge and once that's done you post your job you have your challenge and that's the process after we do things a little bit different so we don't have as many challenges we to look what we hire a lot of core engineers so we have challenges we do if an interview process once they come on board it's cool because it doesn't matter what your environment is we ability and the flexibility to be able to use it to jump over with one and yeah like you say I don't like with with Dorian now you can create as many or as few as you like for his main rule roles as you need to and you have as much as you like so it's kind of oh there's something in it you know it's the creativity part that I think is really cool about this because you know a lot of times you know where you're sharing best practices just to give us their secret sauce or when they're using but because we now have a tool that's allowing us to really use the same tool but use it in a completely different way to suit whatever culture we have at our company I I think it that's what makes it cool excellent okay so let's see Tim would like to know how do we deal with candidates self-selecting who take the test and we have found that many of our top Kennex my pic tell but many of the mid-tier candidates like it from my perspective and obviously always with Simon as well what I've heard is that sometimes candidates self-selecting not stick to test even if they were top candidate how did you decide that waratah it wasn't based solely on their resume or their degree or just one phone conversation some people do great something right crazy domains but may not be great coders and some people are very coders and might not right good resumes or my not interview well so i think the self selection is actually part of the charm it's actually part of the appeal because even when a candidate what they might be a good fit and even look like they would be a horrible fit sometimes and in many cases with engineers the opposite converter will be true so wouldn't let that what um you know like of the self selection is sometimes you know a blessing in disguise long as those mid tier candidates as long as the mid tier candidates are producing quality candidates and their passing the challenge as well and then they're leading to successful hires and I think net for net weer it's a good thing yeah and again if it's some more senior role you have a little bit more high touch with and if I we don't have as many applicants for those so have a little more high tech and talk to the candidate before you send them the challenge again how is it presented it would like to know do you supply examples of challenges we can present to our technical area managers so they have some sort of direction I don't know how many times I've called Nate who is our wonderful liaison and he's brought John over the solutions engineer and we've sat down with different teams and then help them there's so many different aspects like even just like I said we had you guys over last week and just the new things that had come out in the last six months that we're able to look at different teams and say hey you know you can do diagrams you have you I you can do all different kinds of things that we didn't even know we can do so sky's the limit one rock as a new grad how can i use hacker in to approach recruiters as we've mentioned hacker ENCOM is a great place to sign up and be part of our passion developer community follow your you know follow companies by their company pages keep with what they're doing solve their co challenges or competing a coat sprint we just finished the world cup and women's cup it's a great place for you to showcase your programming skills make sure that you opt in to share your contact information with our company sponsors so with coats prints we a company sponsor a code sprint and then we have obviously the programmers and the coders compete in the code sprint and then once the coast bird is done those sponsors get a stack rank list of who's the best and then they can reach out to those those candidates so lots of ways on hacker encom for you do get in touch it and get explosion to recruiters and build your brand as a programmer and addition we've got some news coming up which I'm not going to talk about yet we're going to help you further expose your personal hacker or programming plan through hacker a time you can always put electronic stores in your resume we actually see all the time you with people who apply to a current it's acting score or their rank on resume is one of their achievements or a current picks up and it's getting you know very popular across industries not just with tech companies because everyone needs tech talent it's becoming more and more recognizable and more more attractive to have that listed on your resume Jamie would like to know what percentage of females do we have often to take challenges anything significant we definitely actually have a surprising number of women for the community obviously I would say non women focused code sprints we have more male participants and female but we have more female participants than I think people might say the exact numbers and then we also do women only event like I said we justed the women cup which is whole different only for women we have thousands of women coders compete us we had a lot of great company sponsors so for anyone looking at her or female engineers we definitely have events tailored to that and we definitely have a lot of passion female and there's already in the hacking community when anything you want to add on that well I think one of the things I'd like to be able to do when we go out to universities that you can bring these challenges to some like women in technology or any of the the numbers any groups that you have within the colleges okay Dana would like to know we would like to conduct a baseline and we have test a couple managers and engineers at our company however their coding challenge results of that created internal issue because not everyone's as well but asks you actually have some other companies doing things like this the best way is usually to aggregate the results obviously go home personal results in private with the individuals and then add dates and results are crossing if you're going to present it publicly you know obviously no one wants to be told they didn't do well on a challenge or something like that but we have companies that are doing this and the way they're framing it as they are sleeping the tests technology that they can i define skill gaps that they can fill so they frame it as development than assessment an a you know passionate employee especially a coder you know only wants to learn new languages they want to learn more domains maybe they don't know why but they love the learning so usually use hacking is a way to find the areas that interest your intent would be most beneficial to them and the start of your work so that's some of the stuff I've heard I don't know Linda I don't know if you guys are using it for internal assessment and I'm anthing rain again cool so yeah it's just it is one of those things that people are doing and that's that's what I was just for that and then we've got a few people who said they rock I guess you have been using hankering for a year so glad you're looking forward to the new features thanks for being a user thanks for joining hope this was helpful and that actually comes to the end of our questions here so I think that's pretty much it and we're actually like just two minutes over so this was my perfect timing yeah thank you everyone for joining thank you everyone for your questions there will be a recording of the webinar will be happy to distribute at via email it should automatically be included in these thank you email that you get so thank you so much Linda for joining us casino manager as always we don't we do this again soon and thank you everyone for joining to enjoy the rest of your Tuesday thank you