Recruiting engineers: the good, the bad, and the ugly
Shannon Hogue
Global Head of Solutions Engineering
Karat
At Karat we talk a lot about what makes an interview predictive, fair, and enjoyable. You've heard that presentation at past CTO Connections and on our website. But interviews are only as predictive and fair as the candidates who are invited to participate in them. Luckily, conducting technical interviews on behalf of companies hiring software engineers gives us a very unique and perspective on the technical recruiting process as a whole. We are able to use the data generated from our interviews and our clients' hiring outcomes to compare the effectiveness of technical recruiting pipelines, methods, and sources -- separating the good, the bad, and the ugly. We'll examine technical hiring practices like code tests, internal interviewing teams, referral incentives, resume screening and share some of the insights about each one that our data has uncovered, offering some tips for making hiring engineers efficient and more inclusive.
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Recruiting and retaining engineers in today’s climate is not easy. However, we are going to make it easier by discussing best practices, sharing learnings, success stories and searching for solutions together. We are focused especially on Attracting top talent (brand, comp, mission, positioning, outreach), hiring geographies, interviewing, onboarding, retention, Diversity, Equity and Inclusion topics but also are open to discussing other challenges connected to the Talent subject.
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