33 Codility Testimonials

"We have used Codility since rapidly expanding our tech team and have found Codility to save us not only money but a lot of time wasting caused by recruitment companies! The aesthetics and support are of an exceptionally high standard."

"Due to the volume of recruitment Gamesys were faced with, it became apparent that a significant amount of dev time was being wasted conducting telephone interviews with unsuitable candidates. By setting a pass mark we are now able to very quickly assess whether a candidate is worth engaging or not saving valuable time for both the dev teams and the recruitment team."

“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.”

“If you don’t have a standardized recruitment process across the board, the hiring managers create their own tests and interviews which lead to random and untracked results. And without proper quality checks and benchmarks in place, you may forget about diversity and inclusion.”

"Codility helps us remove bias by ensuring a consistent, equal, and fair process for every candidate at LiveRamp."

“We have high standards of engineers that we look for, and at the end of the day we know we’re only going to hire the most qualified candidates. We need to make sure our engineers are coming with the right experience, quality of work, leadership capabilities, and have excellent delivery.”

“CodeCheck was a game-changerthis year. We transitioned every initial technical phone screening with a software engineer into a CodeCheck test It saved a lot of time for our engineers and recruiters in some cases, we were able to complete the pre-screening phase in less than a week.”

“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.”

“We care about providing an excellent candidate experience. We needed our tech assessments to be easily accessible so that our candidates could take them at any time and place, comfortably from their desks.”