33 Codility Testimonials

“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."

“We had an initial trial, we gave it to our engineers and said to go and play with it, try to break it. We created a bunch of initial tests that we found useful as we began incorporating Codility into our hiring processes.”

“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.”

“Codility is our go-to tool to give all our technical candidates an equal shot of joining our company while also preserving our interviewing resources.”

“Codility has decreased the time we spend on prequalifying applicants, helped us recognize great candidates we would’ve never found before, and improved our candidate experience, particularly in the early stages of our process.”

“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.”

"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.”

“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.”