Manual. That's the best word to describe Okta’s initial processes.
Recruiters were managing coding challenges sent to 1,000 candidates annually via the in-built calendar feature of their email inboxes.
This had to change — communicating with candidates and managing their hiring process was not going to scale this way.
Kathy needed to find a solution so that all of these processes could be prepared for scale, fast.
Here's what Kathy predicts will change in the future of tech hiring
“We noticed that a resume and university experience doesn’t necessarily reflect the skills and abilities of a candidate. We’re changing our process to be Test-based only — where we would purely focus on checking candidates abilities instead of their academic background that seems to have no correlation with future performance at work.”
“An interesting study was done. Findings after comparing millions of different resumes found a lot of differences between male and female resumes, such as that they used different words. While male candidates focused more on technical terms, women seemed to be more soft-skills oriented. There are also terms in job descriptions that scare off the women applying, like 'rockstar,' for example. At Okta we are aware of that and trying to minimize the hiring bias“.