Get started

In the past few years, hiring developers remotely has become more popular among organizations that want to hire top tech talent.

Often times, to attain the best engineering talent, you have to expand your talent pool globally. The few companies that have implemented a remote recruiting strategy early on have shown how successful it can be. There was a time when hiring was solely conducted with face-to-face interviews, making the hiring process limited and confined. 

Hiring highly skilled developers from around the world can be made a lot easier with a structured interview process. The key to reducing time to hire and cost to hire metrics is to assess your candidate’s skills early on in the interview process.

With code assessments and technical interviewing capabilities available today, it’s made the process much easier to distinguish which candidates are more suited for the role you’re hiring for before they even set foot in the office. 

Make Hiring More Personal

When interviews were solely conducted face-to-face, they allowed recruiters to communicate directly with candidates on a personal level. When talent acquisition teams and decision-makers could relate directly with candidates, it became easier to tailor the candidate experience. 

During the early stages of remote recruiting, companies found it difficult to find the same level of personalization that’s usually found in a face-to-face interview. Jessica Meschino, VP of Account Management at Workable says that within 10 years of recruitment at Workable, the level of engagement has changed for remote hiring. In the early days, recruiters were limited by only sourcing candidates from a local pool of prospective employees. Furthermore, communication was via a phone call. Jessica adds that engaging with candidates, getting a better read of them, and providing the candidate with more confidence has become a priority for Workable over the years. 

Similarly to the customer experience, the candidate experience is something that benefits both the employer and candidate. The candidate experience has changed over the years, going from structured interviews in person to coding assessments, pair programming challenges, and video interviews that are all conducted online. 

Technology has aided in making the interview process more personal with tools like CodeLive, Codility’s video interview platform. That accompanied by Codility’s recruitment platform’s ATS integration; companies are able to track candidate metrics all in one place. Whether it’s coding assessment scores, employment history or experience, technology can provide panelists with relevant data to tailor the remote hiring experience to the candidate.  

Assess Skills Not Resumes

The age of hiring an engineer based on their resume and an onsite whiteboard test is coming to an end. Taking a glance at a resume and making an important decision whether the candidate is a suitable fit can backfire in a number of ways. Firstly, looking at a candidate’s resume can create bias, whether it’s conscious or unconscious. Secondly, it doesn’t really give you in-depth insight into their character or technical expertise. 

To accurately assess the candidate, it’s more crucial to look for the skills and experience they have based on data and their portfolio. Especially when you’re hiring engineers from all over the world, it’s essential to know what their skills are and how well they will fit into the team. The earlier you can evaluate the candidate in the recruitment process, the better it will be to reduce your time to hire and cost to hire metrics. 

Creating a custom coding assessment can remove bias and increase diversity within hires as it shows which candidate is suited to the role based on their skill set. The evolution of remote recruiting is that, prior to coding assessments, it was easy for recruiters to become influenced by a candidate’s background, ethnicity, country of origin or gender. With a platform like Codility, you are able to completely anonymize candidates to further improve diversity within the candidate pool. 

Creating a Trial Environment

Putting the candidate temporarily in the role can be a great way of assessing how they will perform. It’s kind of like throwing someone in the water and seeing if they can swim or not. Except, you provide them with the support and care they need.

Hung Lee, Editor at Recruiting Brainfood says “The way in which we did it was not to try and replicate a co-located recruitment process. We have to try and interview and assess this individual as close to the interactions as we might expect to permanently and persistently have with this person. If you look at companies that do this really well, remote only businesses like Automattic, Basecamp and GitLab, one of the consistent patterns we’re seeing from those folks is that you basically need to do trials. You need to unbundle the job and have this person interact with you in a shorter, more piecemeal way.”  

As part of a modern and progressive hiring process, trial based hiring can help to narrow down the last few candidates to evaluate who will be the best of the bunch. Not only are skills important but it’s valuable to assess which candidates will gel with their team and align with the company’s vision. Furthermore, not every developer is cut out for remote work and certain developers avoid co-located roles. 


Remote hiring is consistently changing and as new technology is introduced into the candidate experience, recruiters and hiring managers are finding more effective ways to hire top tech talent worldwide. The popular method of creating a trial environment for candidates seems to be proving successful, as some of the most forward-thinking tech companies are adopting this recruitment process. 

To find out more about the future of remote hiring for developers, check out Live Workshop: Running Hiring Remotely where you can hear Codility’s CEO Natalia Panowicz discuss the evolving landscape of tech recruitment. 

Sally Lee, Head of Communications at Codility.

Connect on LinkedIn