We do give an initial hour long first round interview with the candidate and 4 to 5 people from our dev team after we ranked and sorted the resumes. Then if we think it makes sense we move on to the coding challenge.
Yes, I'd love it if we could do a "test hire" for a few days but neither HR nor legal would remotely be ok with that.
I've seen companies that hire as freelancers first and that seems like it can be exploitative. They generally don't move people to full time roles until they threaten to quit.
There are definitely cases where a coding challenge is almost an insult to the interviewee but there are also cases where the candidate struggles tremendously. It's hard to tell those people apart before hand. I've found that resume and the initial interview are surprisingly uncorrelated with the coding challenges and that's the main reason we do them.
We do give an initial hour long first round interview with the candidate and 4 to 5 people from our dev team after we ranked and sorted the resumes. Then if we think it makes sense we move on to the coding challenge.
Yes, I'd love it if we could do a "test hire" for a few days but neither HR nor legal would remotely be ok with that.
I've seen companies that hire as freelancers first and that seems like it can be exploitative. They generally don't move people to full time roles until they threaten to quit.
There are definitely cases where a coding challenge is almost an insult to the interviewee but there are also cases where the candidate struggles tremendously. It's hard to tell those people apart before hand. I've found that resume and the initial interview are surprisingly uncorrelated with the coding challenges and that's the main reason we do them.
Sounds good to me