33 Codility Testimonials

"When I first looked at Codility I thought it was an interesting idea… now I wouldn’t consider employing without it."

“We have limited recruiting hours, so we have to determine where our investments will have the greatest impact. Codility is a really efficient way to quickly identify and find people who can code well.”

“Typically, we would get 40 to 50 applications per career fair. But this time, we were getting hundreds of them. Within just 6 weeks, we received over 2,000 applications in the United States. We needed to quickly train our recruitmentteam and be able to engage with the student population online, without having that face-to-face interaction.”

“Codility gets us through the vetting process faster and helps us determine whether to move forward with someone at each stage in our recruiting pipeline.”

“I can’t see a reason not to use Codility it’s an invaluable tool for screening and evaluating technical candidates."

“Codility offers measurable results, which allow us to compare candidates in a way our previous technical challenges could not.”

“With CodeLive we have great insights by seeing how candidates actually work and write code before they come onboard. We now have answers to questions we weren't even able to ask before about candidates' abilities."

"Through Codility, we put our brand in front of thousands of talented developers and diversified our sourcing tactics. Codility Sponsored Challenges empowered us to stand out and now we have 700 coders to build relationships with and potentially hire."

“We’re always looking for innovative ways to find and engage candidates. The results were great - we connected with tons of candidates and expanded the pool of qualified talent available.”

“We couldn’t have done what we did if we didn’t have Codility. I’m Codility’s biggest cheerleader.”

“Gender diversity is a massive priority for Zalando. This problem represents half of the population of the world.”

“We are a growth company, in an industry where teams are moving fast, the market is competitive, and the talent is scarce. When the pandemic hit, we had lots of software positions open and we continued to hire exceptional software talent to build our ambitious and aggressive product roadmaps. The hiring managers were looking for guidance and direction to test the technical capability of candidates remotely, so we had to ensure we could deliver fast and to great quality. This was the trigger for starting a collaboration with Codility.”

“Interviewing 5 people per selection doesn’t justify the time involvement in a volume hiring. Technical assessments help us pre-qualify the candidates by scoring their skills. These scores help us further understand the strengths and potential of our candidates; help hiring managers strategically assess candidates during face-to-face interview. That improves the overall quality of hires and the time recruiters and hiring managers spend on recruitment processes.”

“We view Unity as a real-time 3D development platform that can help transform anything from the way we buy clothes to how financial analysts look at anomalies across discrete datasets and beyond. The same way Adobe moved the world from paper to digital, we want to guide the world into the 3D realm.”

“Every business unit from R&D to graphics, AR/VR, operations, and security had nuanced processes. While one team used online testing platforms, another team ran their recruiting processes based on a bug hunt. It was a take-home challenge that became increasingly difficult to manage.”