OVERVIEW
A worldwide staffing corporation needed to hire a large pool of Groovy and Java developers to support growing operations in the US and South America. Since assessing coding skills and technical capabilities was significantly time-consuming for internal technical teams, the managing director decided to implement Filtered and see if they could get offers to candidates more efficiently and ensure higher quality.
Their technical hiring process was designed to A/B test using a Filtered take-home interview instead of additional interview rounds, which they need compared to their normal hiring process.
A take-home interview was built in Filtered’s platform that was comprised of:
Their technical hiring process was designed to A/B test using a Filtered take-home interview instead of additional interview rounds, which they need compared to their normal hiring process.
A take-home interview was built in Filtered’s platform that was comprised of:
- One video question to test technical communication skills
- Two algorithm questions
- One SQL/Database question
IMPACT & RESULTS
No Technical Hiring Platform
Interview pool cluttered with underqualified candidates who didn’t meet all necessary requirements.
Using Filtered
Filtered produced more successful candidates while saving the team dozens of hours.
39%
Passed first round
50%
Passed first round
36%
Passed second round
60%
Passed second round
66%
Received offers
83%
Received offers
BENEFITS
Greater efficiency in the selection process.
Faster elimination period for unqualified applicants who failed the automated screening process, freeing the client to concentrate on stronger applicants earlier.
Improved insight into candidate skills.
Filtered’s AI creates a complete picture of the strengths, weaknesses, and English skills for each candidate in an easy-to-understand summary.
Less subjectivity when grading the applicants.
Filtered removes bias against technical skills and stack ranks the results against other applicants.
