Automated technical screening for the first round_
Codility Screen automatically scores selected first-round coding tasks. Your engineers review a scored shortlist instead of grading those submissions by hand.
verified1,300+ validated engineering tasks, designed by assessment engineers and reviewed by occupational psychologists.
Global enterprises that trust Codility include GitHub, SpaceX, Tesla, EY, LSEG, SAP, Barclays and Citi.
Trusted by GitHub, SpaceX, Tesla, EY, LSEG, SAP, Barclays.
Codility is rated 4.6 out of 5 on G2 and ranked #1 for Enterprise Technical Skills Screening. Rankings come from verified customer reviews.
Today’s failing approach: engineer-run first rounds and AI interviewer ratings
Challenge 1
Engineer-led first-round interviews
An engineer leaves product work to interview each candidate who reaches the first technical round. The number of engineers free to interview then limits how quickly the role can fill. Ashby’s 2026 Talent Trends Report found 24.7 hours of interviewer time per engineering hire.
Challenge 2
Take-home tasks graded by hand
An engineer reads and grades each take-home submission by hand. Candidates wait for a result until an engineer has time to grade it.
Challenge 3
AI interviewer ratings
An AI interviewer can rate the candidate’s answers in a conversation. Your team needs a way to explain how that rating was reached.
Codility Screen automates the first technical round with coding tasks your engineers can inspect afterward.
How automated technical screening works in Codility Screen
Candidates complete role-relevant coding tasks in a realistic environment, on their own schedule. For selected tasks, Codility scores the code each candidate submits against defined test cases. The scores are stored in the candidate record in your applicant tracking system (ATS). Your engineers then interview the candidates who advance.
Use automatically scored coding tasks for the first round
Codility automatically scores submissions for selected first-round tasks against the task’s test cases. Your team sees the results for the role sorted by score, with a test-case breakdown for each candidate. Your recruiters invite candidates from the ATS to the assessment set up for that role.
The difference
Your engineers open a sorted list of first-round results instead of a queue of submissions to grade.
Review the shortlist with the code behind each score
Codility shows your engineers the submitted code for each candidate above the cut score, the minimum score your team sets for the role. The Code Evolution Chart shows how that code changed during the assessment. A reviewer can follow the candidate’s approach without replaying the session.
Integrity signals are the evidence Codility can record about how a submission was produced, such as paste events and similarity to other candidates’ submissions. Codility combines the signals into one risk level on the candidate report. Your reviewer checks the evidence before deciding.
The difference
Your engineers see how each shortlisted candidate wrote the code before the interview.
Set the cut score and decide who advances
On automatically scored tasks, the same submitted code earns the same score every time. No generative model decides who passes. You choose the tasks for the role and set the cut score. You also decide who moves on to the engineer interview.
Codility’s platform is designed to support compliance with New York City Local Law 144. The law regulates automated employment decision tools. Codility does not use AI or machine learning to make automated employment decisions.
The difference
Your team decides who advances, based on a score you can check and explain.
Interview time saved by a Codility customer
750
candidate tests
90
days
2,200
hours of interview time saved
“With Codility, our teams ran 750 candidate tests over 90 days, saving 2,200 hours of interview time. That kind of productivity is like gaining time to launch an entirely new product or enter a new vertical.”
Chris Weber, Global Head of Recruitment, AI Operate Solutions at Unity. Source: Why Codility
Questions about automated technical screening
How do we automate the first technical screening round for developer hiring?
Replace the engineer-led first round with an asynchronous coding assessment built from automatically scored tasks. In Codility Screen, recruiters invite every candidate for the role from the ATS. Codility scores submissions for the selected tasks. Your engineers then interview only the candidates your team advances.
Can automated technical screening keep signal quality?
Which automated technical screening tools score real coding work and integrate with an ATS?
Does Codility use an AI interviewer to screen candidates?
Is automated technical screening the same as resume screening?
Can candidates use AI during the assessment?
Do our engineers still interview candidates?
How long does it take to start automating technical screening?
Automate technical screening for your next open role_
Bring one open role and your current first-round process. In the walkthrough, Codility shows how the first round for that role would run in Codility Screen.
Request a free trial
One open role, the first round, the scored shortlist.