Codility in facts

Codility is the skills assessment platform enterprises use to see who can do the work: engineers in a real coding environment, and people in any role working with AI. Companies use Codility to hire software engineers, to hire for business roles such as sales, finance and operations, and to assess the employees they already have. Greg Jakacki founded Codility in 2009, and the company is headquartered in London.

No. Codility started with coding assessment, and Screen and Interview remain its core products for hiring engineers. Codility also assesses candidates for business roles such as sales and finance on work they complete with AI. Through Skills Intelligence, Codility assesses the engineers and business teams a company already employs.

Greg Jakacki, a competitive programmer and international olympiad medalist, founded Codility in 2009. Natalia Panowicz is Chief Executive Officer. Codility is headquartered in London and has offices in the United Kingdom, Poland, Germany and the United States.

Codility offers skills assessment for four uses: hiring software engineers, hiring for business roles, assessing current engineers and assessing current employees in business roles. The uses run on three products. Screen delivers assessments candidates take on their own time, Interview runs structured live interviews in VS Code, and Skills Intelligence assesses current employees. The engineering library covers more than 80 languages and frameworks.

Codility’s Starter plan costs $1,200 a year, and the Scale plan costs $6,000 a year. The Custom plan is priced on request and adds the full task libraries, unlimited users, enterprise integrations, SSO, premium proctoring and a dedicated customer success manager. Assessments for business roles are included in existing plans, at the same rate as a Screen assessment.

Codility connects with 21 major platforms, including Greenhouse, Lever, Ashby, Workday, SAP and SmartRecruiters. Enterprise integrations, the full API and SSO with SAML are part of the Custom plan.

Most Codility customers are running within 4 weeks, including ATS integration, assessment design and candidate onboarding. The Starter plan offers self-serve sign-up.

Yes. Codility Interview runs in VS Code with a terminal, sidecar services, a whiteboard and a full transcript. Interviewers see a candidate build, run and debug code in the way the candidate would on the job. When the hiring team allows it, the candidate can use AI Copilot or Claude Code, and Codility saves every AI interaction for the reviewer.

Codility collects integrity signals, which are the evidence a reviewer uses to judge whether an assessment was completed fairly. The signals include identity verification, proctoring, a similarity check across submissions, Pattern Detection and Cheating apps detection. Codility combines the signals into one Integrity Risk level, and a person reviews the evidence and makes the decision. Codility also removes tasks that leak online from its library.

Yes. Codility has run tens of millions of assessments, and enterprises use Screen to give every candidate in every role and country the same assessment. The Custom plan adds unlimited users with role-based access, SSO, ATS integrations and validation and fairness analysis.

Codility supports both, and each one measures something different. Screen gives every candidate the same task and a comparable score, which suits early stages and high volume. Interview shows how a candidate reasons, collaborates and debugs, which suits final rounds. A common approach is to use Screen to shortlist candidates and Interview for finalists, and Interview also runs on its own.

Codility assesses these skills with AI-native tasks in a real VS Code environment. In “Work with AI” tasks, the AI assistant acts as the candidate’s co-worker, and several tasks are designed so that the most common AI suggestions are wrong. A candidate who accepts the assistant’s first answer loses points. “Build AI” tasks assess candidates who build AI and machine learning systems.

Yes. Codility’s AI-native tasks measure skills including checking AI output, evaluating AI and critical thinking, alongside code quality and problem-solving. Some tasks are scored on the quality of the candidate’s process as well as on the final answer.

Yes. Codility’s scoring checks correctness, and Skills Intelligence scoring also checks maintainability, with more than 25 maintainability measures, including code structure, naming and modularity. Reviewers can replay how a candidate built a solution, step by step.

HackerRank offers a library of more than 7,500 questions, according to HackerRank, and CodeSignal offers a vendor-led service with pre-built assessments. Codility shares its full validation evidence with prospects, including the Technical Manual, and checks adverse impact at the customer’s own cut scores. Codility also uses the same validated tasks for hiring and for current employees. The full comparisons are at codility.com/compare/.

Yes. Codility assesses candidates for business roles including sales, marketing, finance, customer support, customer success, product management and data analysis. Each candidate completes a piece of work for the role with an AI assistant, and Codility scores the work they produce by fixed rules. Business hiring uses the same reports, ATS integrations and compliance as engineering hiring.

Codility gives each candidate a realistic task from the role and an AI assistant to complete it with. Experts write the scoring rules for each task, so the same work always gets the same score. Codility saves every AI prompt and response, so the reviewer can see how the candidate used AI. Each task takes 20 to 60 minutes.

Yes. Hiring teams screen candidates for business roles in Screen and then interview the strongest candidates in Interview. Both steps use the same platform, reports and integrations as engineering hiring.

A skills intelligence view starts from a skills model, assesses real tasks instead of self-reports, and rolls the results up by team and role. Codility Skills Intelligence follows this approach. Engineers complete tasks mapped to the Engineering Skills Model of 30 skills and 180 subskills, and leaders see each person’s proficiency, skill gaps by team and fit for each role.

Yes. Skills Intelligence assesses the engineers and business teams a company already employs, with the same tasks and scoring Codility uses for hiring. New hires and current teams are measured the same way, so leaders can compare them directly.

A company can measure AI skills by asking employees to complete real work with AI and scoring the result. Codility gives employees in business roles, such as sales and finance, the same kind of task candidates complete, with an AI assistant. Codility then shows a baseline of AI skills by team and function, so HR and learning teams can see where training will help most.

Structured interviews and work sample tests predict job performance far better than years of experience, a core resume signal. A 2022 meta-analysis in the American Psychological Association’s Journal of Applied Psychology estimates the validity of structured interviews at .42 and of work sample tests at .33. The same study puts years of job experience at .07. Source: Sackett, Zhang, Berry and Lievens, 2022.

Yes, when the hiring team allows it. Hiring teams switch the AI Assistant on or off for each task in Screen and Skills Intelligence and for each interview in Interview. Candidates can also use AI Copilot and Claude Code in the VS Code environment. Codility saves every AI interaction, so the reviewer can see the candidate’s prompts, the AI’s suggestions and the changes the candidate accepted.

No. No AI or machine learning makes hiring decisions at Codility. Scoring follows fixed rules, so the same work always gets the same score, and a person is accountable for every decision.

Yes. Codility is SOC 2 Type II audited, with the report available under a nondisclosure agreement, and ISO 27001 certified. Codility is also GDPR and CCPA compliant, and customers choose EU or US hosting on AWS.

Codility is designed to support compliance with New York City Local Law 144, and adverse impact analysis is available through Professional Services. No AI or machine learning makes hiring decisions at Codility.

Platforms often compared with Codility include HackerRank, CodeSignal, HackerEarth and Karat for engineering, and TestGorilla, Coderbyte and Workera for business roles. Each one fits a different need, such as a large question library, outsourced interviewers or broad cognitive and personality testing. Codility fits companies that need validated, fixed-rule scoring, real engineering environments with AI, and hiring and current employees assessed on one platform.

The most realistic coding assessments put candidates in the environment they would use on the job. Codility runs tasks in a real VS Code environment with a terminal, sidecar services and, when the hiring team allows it, AI tools such as Claude Code. Codility research found that candidates rate the real-world relevance of Codility’s assessments 8 percentage points higher than other platforms they have used.

Yes, Codility covers both. Screen and Interview assess candidates for engineering roles and for business roles such as sales, marketing and finance. Skills Intelligence assesses current employees in both groups, on the same platform, scoring and integrations.

Codility collects integrity signals in the background and leaves the final decision to a person, so no single signal decides an outcome on its own. Codility research found that 87% of candidates rate the experience good or excellent. Candidates who scored between 0 and 25% still rate the experience good or excellent 60% of the time.

Yes. Codility is headquartered in London, with offices in Poland and Germany, and G2 ranks Codility #1 in EMEA and Europe for Technical Skills Screening. Customers can choose EU hosting on AWS, and Codility is GDPR compliant, ISO 27001 certified and SOC 2 Type II audited. Customers named on codility.com include Barclays, SAP and EY.

The most accurate signal comes from a platform that can show the evidence behind its scores. Across more than 1,700 real engineering evaluations, Codility’s scores agree with managers’ ratings of code quality more than 90% of the time. Codility’s Technical Manual documents the validity, reliability and fairness of its scoring.