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How to become a better developer: Top tips from 15 industry leaders

How to become a better developer: Top tips from 15 industry leaders

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Rohit C P
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January 3, 2017
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3 min read
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Last week when I sharedThe top programming languages that will be mostpopular in 2017, the frequent comment was, what does it take to be a better developer?

I’ve met some amazing developers in real life and through React Native Community, and I decided to ask them, “How do I become a better developer?” Thank you to everyone who took the time to answer these questions with passion!

This is a compilation of answers I received from them. Some of these quotes are not limited to answers from that specific question.

Interviewees / Current Position

  • Aravind Kumaraguru (Engineering Director @Pioneers in Engineering)
  • Brent Vatne (Front-end Developer @Exponent)
  • Charlie Cheever (Co-founder @Exponent)
  • Christopher Chedeau (Front-end Engineer @Facebook)
  • Dan Horrigan (Senior Back-end Developer @Futuri Media)
  • Frank W. Zammetti (Lead Architect @BNY Mellon)
  • Janic Duplessis (Co-founder @App & Flow)
  • Jake Murzy (Co-founder @commitocracy)
  • Jun Ho Hwang (Software Engineer @Coupang)
  • Keon Kim (Machine Learning Maniac @NYU)
  • Munseok Oh (Co-founder and CTO @Sketchware)
  • Satyajit Sahoo (UX Lead @ Glucosio & Front-end Engineer @Callstack.io)
  • Sonny Lazuardi Hermawan (Engineer @Sale Stock)
  • Sunggu Hwang (CTO @ScatterLab)
  • Timothy Ko (Software Engineer @Snapchat)


Q&A

Aravind Kumaraguru

Aravind is an undergrad at UC Berkeley pursuing a degree in Electrical Engineering and Computer Science and is Engineering Director for the nonprofit organization Pioneers in Engineering.

Q: How do you think I can become a better developer?

A: Obviously, never stay complacent with what you know – this field changes ridiculously fast, and you need to keep up with it. Follow along with the news in the tech industry, perhaps read up on some source code for a Python module that you recently used.

A friend of mine had some free time over winter break, so he decided to teach himself Django and build a webapp that he could interact with over SMS. It’s sort of a toy project, but he really enjoyed learning the different development paradigms. For context, he specializes in embedded systems and robotics, so this is nowhere near his comfort zone.

But pushing yourself to try different things will make you much stronger as an engineer. I personally wish I had done more web stuff before this year – in my organization (PiE), we’re developing a new iteration of a robotics kit to be used by high school students. While I have a good grasp of the low-level and systems stuff, I’m at a loss when it comes managing our UI design. Never had an interest in doing that type of stuff full-time, but having even a surface-level knowledge can be immensely helpful

Q: Do you have any projects you did to push yourself out of your comfort zone?

A: I built an automated door opener last summer, which operated a mechanical lever to open a door when an RFID card was scanned. The project used a really powerful motor and a mess of sensors to track the state of the arm, which proved to be quite difficult to coordinate. I learned real quick that I would need to do a bunch of offline testing before running my code on the device, which was very different from what I was used to up till then.

In terms of academics, I just finished CS 189, which was a massive crash course in data science, optimization, and probability theory. The programming I did in that class was also very different from what I’m used to, even though it was all in Python.


Brent Vatne

Brent is Front-end web/mobile developer working on Exponent and React Native. He contributes to tons of open-source projects.

Q: I really want to become a better developer; what would you say the first step is?

A: Do stuff you’re excited about and contribute to open source projects:-D

Q: How old are you and how much experience do you have as a programmer?

A: I am 30 years old, and very much 😮

Q: How did you join Exponent? What was the cause?

A: James (ide) and I were the most active contributors to a react-native outside of facebook and so we spoke a lot. He created exponent with Charlie. I ended up doing some consulting work with them and Charlie asked if I’d be interested in working with them full time and year, it was lots of fun so I joined.

Q: I should know objective C and Java thoroughly before I jump into React Native, right?

A: You can learn it as you go if you need to. there’s also tons of pure javascript stuff that need to be done. and documentation. lots of things 🙂


Charlie Cheever

Charlie Cheever is the co-founder of Quora, an online knowledge market. He was formerly an engineer and manager at Facebook, where he oversaw the creation of Facebook Connect and the Facebook Platform. Prior to Facebook, Cheever was employed by Amazon.com in Seattle. He left Facebook to start Quora in June 2009 to work on Exponent.

Q: What’s the motivation of Exponent being free and Open Source?

A: I really want to make something that like a 12-year-old version of me would use. So, someone who doesn’t know tons about programming but can learn new things and doesn’t have a credit card or lots of money, but has time and creativity and a phone and friends. I learned to program making calculator games on TI-85, it’s sad to me that kids can’t make stuff on their phones today.

Q: Why did you leave Quora?

A: I managed the mobile teams there and it was so slow to work on those apps even tho we had good people, I found it so frustrating And after I left I tried to build some mobile stuff and it was so annoying that I decided there needed to be a different way to make stuff. So James and I made something like react Native called Ion. It was strikingly similar actually. But React Native already had android support and 20 people working on it, and we had 2 people. So we decided to make everything else around it that we wanted to make!

Q: What did you do on Facebook?

A: I made the developer platform that all those games like FarmVille were on. Well, not all of it obviously but was one of two main developers. And I worked on the first version of facebook video, then did a lot of random other things. Then was a manager and did log in with Facebook on other sites, and then left to do Quora.

How to monetize your programming skills


Christopher Chedeau

Christopher has been working at Facebook as a Front-end Engineer for about 5 years. Previously, he worked at Curse Network.

Q: What do you do on Facebook?

A: I was on the photos team when I started, then I discovered React and started adopting and promoting it both internally and externally. I was there at the beginning of reacting native and pushed it through until 3 months ago. I just recently switched to the Nuclide team. I’m still #3 contributor on React Native.😛

Q: Do you have any prior work experience?

A: I was working for Curse (doing website for blizzard games) during my college to pay for it. It was fun to see the company go from 5 people in a guild to a 100 people company.

Q: What’s your day to day like on Facebook? The current project you’re working on?

A: I’m currently working on the Nuclide team, Facebook’s IDE built on top of Atom. I would say my time is spent half coding, half cheerleading all the cool stuff people are doing inside of FB.

Q: How do you think one can become a better developer?

A: I think that there are multiple levels.

The first level is mastering all the concepts. For example yesterday I had to write a function that removes certain keys from a big nested object. Because I’ve done this task so many times in the past, I was able to implement it in one go without even thinking and it worked the first time. For this one, exercises are really good. You want to code the same kind of things many many times to train your muscle memory.

The second level is how do you build things in a way that are not going to break in the future. Ideally, once you build something, you can move to the next thing and it’ll keep working without you there. This is challenging when there’s a ton of developers touching the codebase and product directions changing often.

Finally, the third level is how do you prevent a whole class of problems from even existing in the first place. A good example is with manual dom mutations, it’s very easy to trigger some code that interacts with a dom node that has been removed from the dom. React came in and made this problem go away. You have to go out of your way to do so, and even if you want to do those things, you have the tools to make it work: lifecycle events.

Q: Is there something you wish you’d known or learned earlier as a programmer?

A: Probably the most important thing is: tradeoffs, tradeoffs, tradeoffs. They are everywhere.

If you are working on some random throwaway feature that no one is going to use, who cares if the code is maintainable, you need it to work and now one mistake I see a lot is that people over-engineer the easy things but are not willing to make their architecture less clean from a CS perspective even though it actually provides the user experience you need.

At the end of the day, we write all this code for the users, we should first understand what the user experience should be and then do whatever it takes to get it. If the user just needs to display some content and needs to be able to edit it easily, just install WordPress, pick a good looking theme and call it a day

– Btw, pro-tip, if you want to be successful, always think about the value you are providing. If you are earning $100k a year, this means that the company should be making $200k because you’re here


Dan Horrigan

Dan is a Senior Back-end developer @Futuri Media. He has 20 years of programming experience in many different languages. He’s been contributing to React Native early/mid-2015.

Q: What’s your background as a programmer?

A: I started learning to program (with QBasic) when I was 11 and was hooked. I learned everything I could, as fast as I could. I learned a few languages like Visual Basic and started to dabble with C and C++. Then I found web development and dove in head first. First, learning HTML and CSS, then adding simple CGI scripts written in Perl, and eventually Classic ASP.

My first paying project was when I was 14: A website for the company my dad worked for, with a customer portal to let them see their job progress. This was all in ASP. After that, I started learning PHP, and have been using that as my language of choice ever since. However, I picked up a lot of experience with other languages along the way: JS, Python, Ruby (on Rails), Java, C#, Go, Objective-C.

Q: What are some projects you’re currently working on?

A: I work for Future Media (http://futurimedia.com). We provide SaaS solutions for Broadcast Radio and TV companies. We provide white label mobile applications, social engagement and discovery, audio streaming and podcast solutions, etc. I haven’t had much free time lately to contribute to many OSS projects, but hope to change that soon!

Currently, I am a Senior Back-End Web Developer, but I am transitioning into being the Director of Technical Operations.

Q: Is there something you wish you’d learned or knew earlier as a developer?

A: I wished I would have realized earlier in my career that it is OK to be wrong, and that failure is just a chance to learn.

Q: What’s the first step to becoming a good developer?

A: Come up with a small-ish project that you think would be cool, or would make your life easier, and just jump right in. Too many people try to learn without a goal other than “I want to learn to code.” Without a goal, you are just reading docs or copy/pasting from tutorials…you can’t learn that way.

To become a better developer, you need to do one simple thing: Never. Stop. Learning. Read other people’s code, figure out how that one app does that really cool thing you saw, read blogs, etc. No matter how good you are, or think you are, there is always someone better, and always more to learn.

Q: Is there a certain project you’re currently interested in? Next on your learning list?

A: I have been using, and occasionally contributing to, React Native since early/mid-2015, and continue to be interested in it.

Next, on my learning list is learning Erlang/Elixir. We build heavily distributed systems where I work and think we would really benefit from a language like that.


Frank W. Zammetti

Frank is a lead architect for BNY Mellon by day and the author of eight books on various programming topics for Apress by night

Q: How do I become a better developer?

A: I get asked this question quite a bit both at work from junior developers and from readers of my books. I always give the same answer: make games!

It sounds like a joke answer, but it most definitely is not! Games have a unique ability to touch on so many software engineering topics that you can’t help but learn things from the experience. Whether it’s choosing proper data structures and algorithms, or writing optimized code (without getting lost in micro-optimizations – at least too soon), or various forms of AI, it’s all stuff that is more broadly applicable outside of games. You frequently deal with network coding, obviously audio and visual coding (which tends to open your mind to mathematical concepts you otherwise might not be), efficient I/O and of course overall architecture, which has to be clean and efficient in games (and for many games, extensible). All those topics and more are things that come into play (hehe) when making games.

It also teaches you debugging and defensive programming techniques extremely well because one thing people don’t accept in games is errors. It’s kind of ironic actually: people will deal with some degree of imperfection in their banking website but show a single glitch in a game and they hate it! You have no choice but to write solid code in a game and you figure out what works and what doesn’t, how to recover from unexpected conditions, how to spot edge cases, all of that. It all comes into play and those are skills that developers need generally and which I find are most frequently lacking in many developers.

It doesn’t matter one bit if the game you produce is any good, or whether anyone else ever even plays it. It doesn’t matter if it’s web-based (even if your day job is), or mobile, doesn’t matter what technologies you use. The type of insight and problem-solving skills you build and tune when creating games will serve you well no matter what your day job is, even in ways that are far from obvious.

I’ve been programming games for the better part of 35 years now. No, none of them have been best-sellers or won awards or anything like that. In fact, it’s a safe bet that most people wouldn’t have even heard of my games, even the one’s still available today. None of that matters because the experience of building them is far and away the most rewarding part of it. Perhaps the best thing about programming games is that they are, by their nature, fun! You’re creating something that’s intended to be enjoyable so the process of creating it should absolutely be just as enjoyable. How many things can you do that are really fun while still being challenging and simultaneously help build the skills needed for a long career?

So yeah, make games, that’s my simple two-word answer!

Q: Is there something you wish you’d known or learned earlier as a programmer?

A: Hmm, tough question actually. I guess if there was one thing (and I’ll cheat and combine two things here because they’re related) I would say that early on I didn’t understand two very important phrases: “As simple as possible, but no simpler” and “Don’t let the perfect be the enemy of the good”.

I have a natural perfectionist mentality, so I spend a lot of time pondering architecture, API design, etc. I once spent 33 hours straight working on a Commodore 64 demo because ONE lousy pixel was out of place and my perfectionist brain just couldn’t live with it! Sometimes, I have to force myself to say “okay, it’s good enough, you’ve planned enough, now get to work and actually BUILD stuff and refactor it later if needed”, or I have to force myself to say “okay, it basically does what it’s supposed to, it doesn’t need to be absolutely flawless because nobody but me is even going to notice”. Especially when you’ve got deadlines and people relying on you, you have to make sure you’re working towards concrete goals and not constantly getting stuck trying to achieve perfection because you rarely are going to, at least initially anyway, no matter how hard you plan or try – and the dirty little secret in IT is that perfection rarely matters anyway! Good enough is frequently, err, good enough 🙂

And, your design/development approach should always strive to be as absolutely simple as possible. Of course, what constitutes “simple” is debatable and doesn’t necessarily even always have the same meaning from project to project, but for me some key metrics are how many dependencies I have (web development today is a NIGHTMARE in this regard – less is GENERALLY better) and how many layers of abstraction there are. Developers, especially in the Java world, like to abstract everything and they do so under the assumption that it’s more flexible. But if there’s one thing I’ve learned over the years it’s that the way to write flexible code is to write simple code. It’s better than abstractions and extension points and that sort of stuff because it’s just far easier to understand the consequences of your changes.

As a corollary, a terse code is NOT simpler code! Simple code is code that anyone can quickly understand, even less capable developers, and even yourself years after. Terse and “clever” code tends to be the exact opposite. Often times, the more verbose code is actually simpler because there are fewer assumptions and often less knowledge needed to understand it, less “code hoping” you have to do to follow things. Related to this is that writing less code isn’t AUTOMATICALLY better. No, you shouldn’t re-invent the wheel, but you also shouldn’t be AFRAID to invent a marginally better the wheel when it makes sense. Knowing the difference is hard of course and comes from experience, but if you think it’s ALWAYS better to write less code then you’re going to make your life harder in the long run.

Of course, don’t over-simplify code either. Too simple and suddenly extending it almost MUST mean a refactor. You never want to completely refactor because you HAVE to in order to build an app over time. There’s a balance that’s difficult to strike but it should always be the goal.

Oh yeah, and I wish I knew how to express myself in fewer words… but actually, I’m still obviously working on that one 🙂


Janic Duplessis

Janic is the co-founder of App & Flow, a react-native contributor, and open-source contributor.

Q: Any tips to becoming a better developer?

A: Don’t think there’s anything in particular, you just have keep learning and getting out of your comfort zone. Like trying a new language or framework from time to time. At least that’s what I do but I’m pretty sure there are some other good ways haha 🙂

Q: How can I start contributing to React Native?

A: The best is to start with something small like a bug fix or adding a small feature like an extra prop on a component. Most contributors know either iOS or Android and a bit of JS. There are also some JS devs that work on things like the package and clip. We keep some issues with a Good First Task label that should be a good place to start


Jake Murzy

Jake is an Open-source Archaeologist. He writes buzzword compliant code. Co-founder at @commitocracy.

Q: Hey Jake, any tips to becoming a better programmer? 🙂

A: Number one thing you should do is to learn your tools before you learn the language you work in because it will lead to faster feedback loops and you will get to experience more in less time. So install a linter and it will catch most of your errors as you type. It statically analyzes your code and recommends best practices to follow. You should always follow best practices until you gain enough experience to start questioning them.


Jun Ho Hwang

Jun is a software engineer at Coupang, which is the $5 Billion Startup Filling Amazon’s Void In South Korea. He is a very friendly developer who loves to connect.

Q: How do you become a better developer?

A: The word ‘better’ can be described in various ways–especially in the field of programming. A good developer could be someone who is exceptionally talented in development, someone who is amazing at communicating, or someone who understands Business very well. I personally think a “good” developer is someone who is in the middle–a person who can solve his or her business problem with their development skills, and communicate with others about the issue. Ultimately, to achieve this, it requires a lot of practice, and I recommend you to create your own service. Looking and thinking from the perspective of the user and improving the service to fulfill their needs really helps you grow as a better developer.

Q: Is there something you wish you’d known or learned earlier as a developer?

A: I really wish I started my own service earlier on. The hardest thing to grasp before developing is realizing how you can apply what you learned. Many developers are afraid to start a “service” because it sounds difficult; however, pondering about what to make and where to start, and then connecting those points of thought help you grow as a better developer.

Q: What do you do at Coupang? What are you currently working on?

A: Coupling provides a rocket-delivery-service, and I am working on developing a system called “Coupling Car,” which is related to insurance and monetary management. Furthermore, I’m thinking about adding transportation control system and the ability to analyze data from the log.


Keon Kim

Keon is a student at NYU who is really passionate about Machine Learning. He is a very active GitHub member who tries to contribute to open source projects related to machine learning.

Q: What are your interests? What kind of projects have you worked on?

A: I’ve been working on machine learning projects these days. I am one of the project members of DeepCoding Project, a project with a goal of translating written English to the source code. I’ve been contributing to a C++ machine learning framework called my pack(https://github.com/mlpack/mlpack), which is equivalent to skit-learn in Python.

I’ve also done some fun side projects: DeepStock (https://github.com/keonkim/deepstock) project is an attempt to predict the stock market trends by analyzing daily news headlines. CodeGAN (https://github.com/keonkim/CodeGAN) is a source code generator that uses one of the new deep learning methods called SeqGAN.

Q: How do you become a better developer?

A: I think it is really important to understand the basics. By basics, I mean math, data structures, and algorithms. Deep learning is really hot right now, and I see people jumping into learning it without basic knowledge in computer science and mathematics. And of course, most of them give up as soon as mathematical notations appear in the tutorial. I know this because I was one of them and it took me really long time to understand some concepts that students with a strong fundamentals could understand in a fraction of the time I spent. New languages, libraries, and frameworks are introduced literally every day these days, and you need the fundamentals in order to keep up with them.


Munseok Oh

Munseok is a Full-stack developer and CTO at Sketchware. He previously worked at System Integration for ~7 years.

Q: How do I become a better developer?

A: When I was very young and cocky, I evaluated other developers based on their coding style. There were certain criteria they had to pass in order for me to judge them as a good developer. But now, I really don’t think that way. Now, I believe that every developer is progressive, which means he or she is becoming a better developer every day. It doesn’t really matter if the style is bad or code is good–as long as the program runs, I think it’s great! Whether the program has room for growth or has bugs, I think the motivation to develop is what really matters. Developers usually are never satisfied with their skills. They are always eager to become better–probably why you’re doing this. It’s really hard to justify “good developer”. People like you will become better than me in no time. I still don’t think I am a good developer.

Q: What was the most difficult thing when you were developing Sketchware?

A: Developing Sketchware wasn’t too difficult because we had a good blueprint for the item. The direction was very clear for us to follow, so developing it was a breeze. However, there was a line we had to maintain for Sketchware–this line had two conditions:

  1. Sketchware must be an easy tool for anyone to create applications.
  2. Whatever the user takes away from Sketchware can be applied in their future career

Since we wanted Sketchware to be an efficient tool that can help users learn programming concepts, I am very considerate and think a lot when it comes to adding new features in the application.

Q: As a developer, is there something you wish you knew or fixed earlier?

A: I really wish I jumped into the Start-up world earlier. When it comes to developing, you need to be passionate and really enjoy what you do. Even if you pull 3 all-nighters, ponder all day long about a new algorithm, or stress about a new bug, everything will be okay if you’re enjoying it. It really goes back to the question #1–I get my energy from the joy I have when I develop, and that joy eventually makes you a better developer. When life hits you, most developers lose the passion for developing if you think of it as work. I used to be like that. But now, I’m really not worried–since developing brings joy to me now. Even if we run out of funds or our company burns down, it’s really okay since I am making the most out of what I am doing.


Satyajit Sahoo

Satyajit is the UX Lead at Glucosio, and Front-end Engineer at Callstack.io. He is an amazing open-source contributor; he is one of the top 5 contributors in React Native

Q: What is your background as a programmer?

A: I don’t really come from a programming background. I did my graduation in Forestry. I left post-graduation after getting a job offer and never looked back.

Q: What’s your day like on day to day basis?

A: It’s pretty boring. I wake up, order some breakfast online or go out, then start office work. In evening I go out to a bar or take a long walk if there’s enough time left. At night I mostly watch TV series or hack on side-projects.

Q: Motivation behind contributing to open source projects?

A: I’ve been involved in Open Source for a long time. When I was doing my graduation I got into Linux and got introduced to the world of Open Source. I loved it how we could learn so much from other projects. It fascinated me that developers were selfless to let us see and use the there code for free (mostly). I did a lot of Open Source projects in form of themes and apps during my college days, and it always made me happy when people forked them and changed to meet their needs, and send pull requests to fix things.

As a developer, I contribute to Open Source projects most of the time because I need a feature, or it improves something on a project I love. I think it’s better if we work together to fix stuff that is important to us rather than just filing issues.

Q: How do I become a better developer?

A: I think it’s important that we are open to new things. There’s a lot to learn, and we cannot learn if we stay in our bubble. Try new things, even if you think you can’t do it, even it looks complex on the surface. I have failed to do things so many times, but eventually succeed. In the process, I understand the problem and the solution, and then it becomes really simple.


Sonny Lazuardi Hermawan

Sonny is a JavaScript Full Stack Engineer, a React & React Native player, and an Open source enthusiast. He currently works as an Engineer at Sale Stock.

Q: How do you become a better developer?

A: I think always eager to learn is the key. Try everything, make mistakes, and learn from that mistakes. I agree that code review from partners and senior engineers will make our code better. Try publishing your own open source projects, meet other great developers and learn from them.

Q: What’s your motivation behind creating open source projects?

A: I just want the people to know about our idea, and try implementing it so that others can use our project. I’m really inspired by people that work on open source projects that used by many devs such as Dan Abramov that created redux.


Sunggu Hwang

Sunggu worked at Daum Communications for 4 years. Then, he left Daum to work at Scatter Lab as the CTO. This is his 5th year at Scatter Lab.

Q: How do you become a better developer?

A: Hmm… Becoming a good developer… Every developer has his or her own personality when it comes to programming. As an analogy, think about blacksmiths! Not all blacksmiths are alike–some enjoy crafting the best sword, while some might enjoy testing out the sword more than crafting it. I am a thinker–who plans and organizes thoughts before I carry out an action. I think a good developer knows how to write concise and clean code; you should practice this habit. Even though the trend for programming is always changing, and many people use different languages, write a piece of code that anyone can understand without comments.

Q: What do you think is the next BIG thing?

A: I’ve observed the evolution of programming languages, and I think it’s becoming more abstract every generation–procedural programming, imperative programming, functional programming… I think in the future, maybe in about 20 to 30 years, we will live in the time where the computer writes the code for us, and we just put them together like legos.

Q: What should I focus on studying?

A: I think deep learning is a must. Try different tutorials and learn it with passion. Math, algorithms–anything will help you in the long run.


Timothy Ko

Timothy is a software engineer at Snapchat. He previously worked at many places such as Riot Games, Square, etc.

Q: What do you do at Snapchat?

A: I’m a software engineer on the monetization team, so I work on anything related to making money. Some example projects are Snapchat Discover, a news platform within the iOS and Android apps; Ad Manager, a control panel used by sales and ad operations to flight ads; Ads API, which allows third-party partners to integrate their own ad platforms into Snapchat. Also, I was a past intern at Snapchat so I occasionally give talks and Q&As to upcoming interns. I’m also heavily invested in hiring and conduct a lot of interviews there.

Q: What do you do on a day-to-day basis?

A: What I’ve mentioned previously. Also, even after I pass on the work to other people, sometimes I have to go back and help support it or be part of the technical discussions on future changes. When new people join the team, usually I’m the one to ramp people up on how the code base looks like the kinds of frameworks we use, how a typical engineer workflow looks like, etc.

Q: What languages/framework do you guys mostly use?

A: For server code, it’s usually Java and for UI we use React Redux. Most teams work in google app engine, which is why we use Java, but some teams switch it up a little bit due to some app engine limitations. And of course, the product teams work in objective C for iOS and Java for Android.

Q: How do you think I can become a better developer?

A: I think the best thing to do is to do as many things as possible. I did seven internships while in school so I already had two years of work experience before I graduated. Work experience is super important because coding in a hackathon, doing personal projects, and doing school assignments are totally different than working with enterprise software and apps with real users. But you have to start somewhere, so that’s where going to school, doing personal projects, and competing in hackathons comes in. And while at work, I think the best way to succeed is to ask lots of questions and learn by doing. You can read and study all you want, but you might not understand what’s going on until you actually do it. Another thing is code reviews — you can do so much knowledge transfer by having a more senior engineer tear your code apart and tell you how to make it better. Also, if you ever come up with a proposal on how to solve a problem, getting a tech lead to bombard you with hard questions forces you to make sure you have every little detail covered.


*The article was originally posted by Sung Park on Github*

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In this article, we’ll compare the 10 best assessment tools for hiring in 2025 and how they can reshape the way you recruit.

What Makes a Great Hiring Assessment Tool in 2025?

Not all hiring assessment tools are built the same. Some look slick on the surface but fall apart when you actually try to run a hiring campaign at scale. The best online assessment tools for hiring give recruiters speed, accuracy, and the confidence that they’re putting the right people in front of the business.

Here’s what sets the best tools apart today:

  • Real-world skill validation: Moving past multiple-choice tests, top platforms simulate actual job tasks like coding projects, sales pitches, or case studies.
  • Scalable testing: Whether you’re screening 50 or 5,000 candidates, the system should handle it without breaking or slowing down.
  • Bias-free evaluations: Tools that use structured scoring and anonymized assessments help reduce unconscious bias.
  • ATS and workflow integration: Seamless plug-ins with your ATS or HR systems mean no messy copy-paste between platforms.
  • Actionable analytics: The right hiring assessment tools don’t just rank candidates; they provide insights on readiness, skills gaps, and team fit.
  • Candidate-friendly experience: Mobile access, simple test design, and clear instructions keep top talent from dropping off midway.

Best Online Assessment Tools for Hiring: At a Glance

To give you an idea of what each tool covers, here’s a concise comparison of hiring assessment tools with key features, pros, and cons, so you can match each product to your hiring needs and make faster decisions.

Tool Ideal for Key features Pros Cons G2 rating
HackerEarth Organizations needing a unified platform for technical, soft skills, and skills-based assessments Coding challenges across many languages, AI-driven skill validation, proctoring, detailed reporting, and a large skills library Reduce recruiter workload by automating large-scale coding screenings and shortlisting No low-cost, stripped-down plans 4.5/5
HackerRank Standardized technical screening Extensive certified assessment library with standardized benchmarks to validate coding skills Speed up hiring with reliable auto-grading and a broad test repository Watch subscription cost 4.5/5
Codility Problem-solving and algorithm roles Algorithmic coding tests that focus on problem-solving and data structures Deliver objective insights into candidate problem-solving and code quality quickly Require manual deep review 4.6/5
CodeSignal Benchmarked candidate comparisons Standardized coding assessments with benchmarked candidate scoring and reports Adopt consistent benchmarking with shareable candidate reports and efficient scoring Expect occasional UI quirks 4.5/5
CoderPad Final stage live interviews Real-time collaborative IDE for live coding interviews and pair programming sessions Run realistic pair programming interviews that reveal the candidate's problem-solving processes Not for bulk screening 4.4/5
TestGorilla Broad screening beyond coding Large library of validated tests across cognitive and job-specific skills for broad screening Use validated tests to reduce bias and speed pre-screening with AI scoring Limit branding in low tiers 4.5/5
Mettl (Mercer) Regulated industries and enterprises Wide range of psychometric, technical, and behavioral assessments for multiple roles Deploy broad assessment types, including psychometrics, to support hiring and L&D decisions Budget setup time 4.4/5
iMocha Mixed tech and non-tech hiring Extensive skill library with AI inference and no-code simulators for logic testing Leverage AI insights and diverse test types to map candidate strengths quickly Expect a learning curve 4.4/5
DevSkiller Job-simulation developer tests RealLifeTesting tasks that mirror on-the-job projects for realistic evaluation Use job-like tests to predict on day one performance and reduce bias Plan a higher setup time 4.7/5
Xobin Fast deployment across roles Extensive question library covering tech and non-tech roles with role templates Deploy broad assessments fast with responsive support and easy onboarding Watch integration limits 4.7/5

📌Also read: How Candidates Use Technology to Cheat in Online Technical Assessments

Top 10 Hiring Assessment Tools in 2025

Hiring assessment tools give recruiters sharper insights than resumes ever could, helping reduce mis-hires and boost retention. With HR executives rating strategy and management 70% effective in 2024, these tools now define smarter, evidence-driven hiring decisions.

1. HackerEarth

HackerEarth Assessments page showing features and coding test overview
HackerEarth platform with 36,000+ coding questions and role-based assessments

HackerEarth is one of the most trusted end-to-end hiring assessment tools in 2025, designed to help organizations identify top talent across technical, cognitive, and soft skills with speed and accuracy. With a library of more than 40,000 questions covering 1,000+ skills, including emerging domains like AI and machine learning, recruiters can create assessments that measure real-world abilities, problem-solving, and interpersonal competencies.

The platform's AI Interview Agent acts as your best technical interviewer that's always available, unbiased, and adaptive. Trained on 36,000+ deep technical questions, it conducts interviews with a lifelike video avatar that enhances candidate engagement. The agent adapts its questions based on candidate responses, covers architecture and system design discussions beyond basic coding problems, and applies a comprehensive evaluation matrix to ensure consistent scoring. More importantly, it evaluates candidates on soft skills, including clear communication, logical reasoning, teamwork, problem-solving, adaptability, and the ability to explain complex solutions in a way that stakeholders can understand, ensuring they can succeed in real-world collaborative environments. By masking personal information, it eliminates unconscious bias and guarantees fairness, giving recruiters reliable insights while saving senior engineers 15+ hours per week.

Complementing this, the AI Screening Agent quickly analyzes resumes and pre-assessment data to identify the top candidates from large applicant pools, eliminating 80% of unqualified candidates early and ensuring hiring teams focus only on the most promising talent.

Additionally, it allows recruiters to replicate real-world work scenarios and evaluate candidates’ practical skills. SmartBrowser technology, online assessment proctoring, and tab-switch detection ensure assessment integrity, while automated leaderboards, code replay features, and analytics provide hiring teams with deep insights into candidate performance.

Beyond assessments, its Hiring Challenges connect organizations to over 10 million developers worldwide. Coupled with a user-friendly interface and support for over 40 programming languages, the platform enhances the candidate experience while ensuring thorough evaluation of both technical and soft skills.

Plus, HackerEarth compresses the typical 29–44 day technical hiring cycle to under 10 days, reduces interviewer time costs by up to 75%, and eliminates recruiter fees for up to 80% of hires. Companies like Google, Amazon, and PayPal rely on HackerEarth AI to evaluate candidates efficiently, improve recruiter bandwidth, and accelerate hiring without sacrificing fairness or accuracy.

Key features

  • Extensive question library: Access 25,000+ coding questions across 1,000+ skills, including AI and data science
  • Customizable coding tests: Create assessments tailored to job roles within minutes using pre-built or custom questions
  • Project-based evaluations: Assess candidates with real-world problem statements and custom datasets for practical skills
  • Robust proctoring tools: Prevent cheating with SmartBrowser tech, tab-switch detection, and customizable invigilation levels
  • Global hiring challenges: Engage 10M+ developers through curated contests to source pre-vetted talent worldwide
  • Insight-rich reports: Analyze candidate performance with code replay and data-driven dashboards to refine hiring funnels

Pros

  • Reduce recruiter workload by automating candidate screening and shortlisting
  • Gain accurate insights with project-based assessments that mirror real job challenges
  • Expand reach by tapping into a community of 10M+ developers across 133 countries
  • Improve candidate experience with support for 40+ programming languages and a real-time editor

Cons

  • Does not offer low-cost or stripped-down plans
  • Fewer customization options at entry-level pricing

Pricing

  • Growth Plan: $99/month 
  • Scale Plan: $399/month 
  • Enterprise: Custom pricing with volume discounts and advanced support

📌Interesting read: Guide to Conducting Successful System Design Interviews in 2025

2. HackerRank

HackerRank certified assessments validate candidate skills with trusted benchmarks

HackerRank is one of the most widely recognized hiring assessment tools, trusted by companies like LinkedIn and JPMorgan to evaluate developer skills at scale. The platform offers coding challenges across 40+ programming languages, enabling recruiters to assess candidates on both technical fundamentals and applied problem-solving. 

With customizable tests, role-based assessments, and AI-driven proctoring, HackerRank makes it simple to identify the right candidate from a large applicant pool. Its analytics dashboards provide recruiters with actionable data on candidate performance, helping them make faster, evidence-based hiring decisions.

Key features

  • Role-specific assessments: Build coding tests aligned with job descriptions for targeted evaluation
  • Advanced proctoring: Monitor assessments with plagiarism detection and AI-based cheating prevention
  • Performance analytics: Review candidate strengths and weaknesses with detailed skill breakdowns

Pros

  • Assess candidates across multiple roles and programming languages
  • Improve developer experience with a user-friendly interface and a real-time editor
  • Leverage a strong brand reputation to attract serious candidates

Cons

  • Offers less customization compared to some competitors

Pricing

  • Starter: $199/month
  • Pro: $449/month

3. Codility

Codility platform homepage showcasing recruitment optimization
Revolutionize your recruitment process with Codility's platform

Codility is designed to help organizations hire technical talent quickly by offering real-world coding tests and automated evaluation. With plagiarism detection, proctoring features, and scoring algorithms, Codility ensures both fairness and accuracy in hiring decisions.

Recruiters can easily integrate Codility with their ATS for smoother workflows, while detailed reports give hiring managers insights into how candidates think and solve problems. Its developer-friendly experience and extensive client base make it one of the top online assessment tools for hiring in 2025.

Key features

  • CodeCheck assessments: Test candidates with real-world tasks in 40+ programming languages
  • CodeLive interviews: Host collaborative technical interviews with real-time coding sessions
  • Plagiarism detection: Safeguard results with strong anti-cheating tools

Pros

  • Conduct accurate, project-based evaluations of technical skills
  • Save recruiter time with automated scoring and reports
  • Improve collaboration with live interview capabilities

Cons

  • Requires training for recruiters new to technical hiring

Pricing

  • Starter: $1200/year
  • Sale: $600/month
  • Custom: Contact for pricing

4. CodeSignal

CodeSignal platform showcasing AI-driven hiring solutions 
Discover AI-native hiring and learning solutions with CodeSignal

CodeSignal helps recruiters and hiring managers evaluate technical talent with industry-standard assessments and predictive scoring. Its platform offers certified evaluations, ensuring consistency and fairness across candidates while helping reduce bias in hiring. 

The platform’s integration capabilities and intuitive reporting dashboard make it easier to compare candidates and refine hiring pipelines.

Key features

  • Certified assessments: Benchmark candidates with standardized and validated evaluations
  • Predictive scoring: Forecast candidate success based on performance patterns
  • Live interview tools: Conduct real-time coding sessions with collaborative editors

Pros

  • Reduce hiring bias with standardized assessments
  • Compare candidates efficiently with predictive scoring
  • Support scalable hiring for enterprise organizations

Cons

  • Offers limited flexibility in test customization

Pricing

  • Custom pricing

5. CoderPad

CoderPad homepage with live coding interview platform
CoderPad provides real-time coding interviews and assessments

CoderPad is a technical hiring assessment platform that allows recruiters to evaluate candidates’ coding skills in real-time. It simulates real-world programming scenarios, enabling candidates to solve problems as they would on the job. 

Recruiters can conduct live coding interviews, assess problem-solving approaches, and review session playbacks to understand thought processes and logic. With support for multiple programming languages and collaborative coding features, CoderPad helps organizations make data-driven hiring decisions.

Key features

  • Live coding tests: Assess candidates’ coding skills in real time
  • Multi-language support: Evaluate proficiency across multiple programming languages
  • Session playback: Review candidates’ coding approach after tests

Pros

  • Accelerate the recruitment process by streamlining technical interviews
  • Get access to a realistic coding environment for candidates to showcase skills
  • Support for multiple programming languages, enhancing versatility in assessments

Cons

  • Limited scalability for large hiring batches

Pricing

  • Free
  • Starter: $100/month
  • Team: $375/month
  • Custom: Contact for pricing

6. TestGorilla

TestGorilla homepage featuring AI-powered talent sourcing and assessments
Get hundreds of validated tests, AI scoring, and a global talent pool

Looking to make faster, data-driven hiring decisions? TestGorilla empowers recruiters to assess candidates' skills objectively before the interview stage. 

With a vast library of pre-employment tests covering technical, cognitive, and personality assessments, TestGorilla helps identify top talent efficiently. By focusing on skills and abilities rather than resumes alone, TestGorilla promotes unbiased hiring and reduces the risk of mismatches.

Key features

  • Pre-employment tests: Evaluate candidates' skills, cognitive abilities, and personality traits
  • Custom test creation: Tailor assessments to specific job roles and requirements
  • Comprehensive reporting: Gain insights into candidates' strengths and areas for improvement

Pros

  • Wide variety of pre-employment tests for comprehensive candidate evaluation
  • Simplify the creation and administration of assessments with a user-friendly interface
  • Reduce hiring bias by focusing on skills and abilities

Cons

  • Limited integration with smaller ATS systems

Pricing

  • Free
  • Core: $142/month (billed annually)
  • Plus: Contact for pricing

📌Related read: How Talent Assessment Tests Improve Hiring Accuracy and Reduce Employee Turnover

7. Mettl

Mettl homepage displaying online assessments and skill evaluation tools
Mettl offers comprehensive online assessments for hiring

Mettl, now part of Mercer, offers a comprehensive hiring assessment platform designed to evaluate candidates' technical, cognitive, and behavioral competencies. With a wide range of pre-employment tests, Mettl helps organizations streamline their hiring processes and make informed decisions. 

The platform's customizable assessments ensure alignment with specific job requirements, while its AI-based proctoring tools maintain assessment integrity. 

Key features

  • Pre-employment tests: Assess candidates' technical, cognitive, and behavioral skills
  • Customizable assessments: Align tests with specific job roles and requirements
  • AI-based proctoring: Ensure assessment integrity with remote monitoring

Pros

  • Get a comprehensive suite of assessments covering various job roles
  • Integrate easily with leading ATS platforms for seamless workflows
  • Gain scalable solutions suitable for organizations of all sizes

Cons

  • Some users find the interface or dashboards less modern or less intuitive

Pricing

  • Custom pricing

8. iMocha

iMocha homepage showcasing an AI-powered skills intelligence platform
iMocha offers 10,000+ skill assessments, AI inference, and skills-based hiring solutions

iMocha offers a robust pre-employment assessment platform that helps organizations evaluate both technical and non-technical candidates. With a vast library of skill assessments, iMocha enables recruiters to screen candidates effectively and efficiently. 

The platform's role-based tests ensure alignment with specific job requirements, while its analytics dashboard provides actionable insights into candidates' performance.

Key features

  • Skill assessments: Evaluate candidates' technical and non-technical skills
  • Role-based tests: Align assessments with specific job requirements
  • Analytics dashboard: Gain insights into candidates' performance and suitability

Pros

  • Access the intuitive platform to simplify the creation and customization of assessments
  • Evaluate candidate performance effectively with detailed analytics
  • Get a wide range of skill assessments across different domains

Cons

  • Excess features for orgs who only need simple technical screening

Pricing

  • 14-day free trial
  • Basic: Contact for pricing
  • Pro: Contact for pricing
  • Enterprise: Contact for pricing

9. Devskiller

DevSkiller technical assessments page with skills tests and features
DevSkiller platform for coding tests, real skills, and secure hiring

By using real-life coding tasks and simulations, Devskiller allows recruiters to assess candidates' abilities in a realistic context. The platform supports multiple programming languages and frameworks, enabling tailored assessments to match specific job requirements. 

With its customizable assessments and detailed analytics, Devskiller helps organizations identify top-tier developers efficiently, ensuring a strong technical fit for their teams.

Key features

  • Real-life coding tasks: Assess candidates' practical coding skills through simulations
  • Multi-language support: Evaluate proficiency across various programming languages and frameworks
  • Code review playback: Analyze candidates' problem-solving approaches post-assessment

Pros

  • Real-life coding tasks to assess candidates' practical problem-solving abilities
  • Support multiple programming languages and frameworks for diverse evaluations
  • Provide shareable reports for easy comparison of candidate performance

Cons

  • It’s expensive for small businesses or freelancers

Pricing

  • Skills Assessment: Starting from $3,600
  • Skills Management & Assessment: Starting from $10,000

10. Xobin

Xobin homepage showcasing skill assessments, coding tests, and more
Xobin offers 3,400+ skill assessments, AI-driven evaluations, and more

Xobin is a pre-employment assessment platform that helps organizations screen candidates based on skills and cultural fit. With validated pre-hire assessments, video interviews, and psychometric evaluations, Xobin enables recruiters to make informed hiring decisions efficiently. 

The platform's user-friendly interface allows for easy test creation and customization, ensuring alignment with specific job requirements. Xobin's AI-based proctoring tools maintain assessment integrity, while its comprehensive reporting features provide valuable insights into candidates' performance.

Key features

  • Validated pre-hire assessments: Evaluate candidates' skills and cultural fit
  • Video interviews: Conduct asynchronous interviews to assess communication abilities
  • Psychometric evaluations: Measure candidates' personality traits and cognitive abilities

Pros

  • Streamline the hiring process with automated pre-employment assessments
  • Ensure assessment integrity through automated proctoring features
  • Offer a variety of pre-built and customizable assessments

Cons

  • Gaps in language-specific coding challenges as reported by users

Pricing

  • Complete Assessment Suite: Starting from $699/year

📌Also read: The Impact of Talent Assessments on Reducing Employee Turnover

Maximize the Impact of Your Hiring Assessments

Simply buying a license won’t deliver results. You unlock the actual value of hiring assessment tools by implementing them thoughtfully and using the data ethically and effectively. 

To simplify the decision, start by identifying two or three tools from this guide that align with your organization’s technical requirements, candidate volume, and budget. Run a small pilot or test with current job openings to ensure the platform meets your usability and relevance needs.

Of all the online assessment tools for recruiting mentioned above, HackerEarth stands out by combining hiring assessments, automated candidate rankings, and seamless ATS integration, enabling organizations to evaluate talent quickly and accurately. Recruiters can create tests in minutes, invite candidates in bulk, and access actionable analytics to make faster, smarter hiring decisions.

For instance, Apisero used HackerEarth Assessments to screen internal developer roles, reducing engineering dependency by 70% and cutting time-to-shortlist by 60%, completing evaluations three times faster while focusing on top candidates.

Book a demo today to see how HackerEarth can accelerate your hiring and secure top technical talent consistently.

FAQs

What assessment is used for the hiring process?

Pre-employment assessments, including skills tests, coding challenges, cognitive and personality evaluations, are used to evaluate candidates’ technical abilities, problem-solving, and cultural fit before making hiring decisions.

What are the three types of assessment tools?

The three types are cognitive assessments (aptitude and reasoning), skills assessments (technical or role-specific abilities), and personality assessments (behavioral traits and cultural fit).

What tool might be used to assess recruitment effectiveness?

Recruitment analytics platforms or ATS-integrated reporting tools track metrics like time-to-hire, cost-per-hire, quality of hire, and candidate conversion rates to measure recruitment effectiveness.

What are appropriate assessment tools?

Tools such as HackerEarth align with the job role, measure relevant skills and traits, are reliable, unbiased, scalable, and provide actionable insights for informed hiring decisions.

10 Best Recruiting Software of 2026: Compare Top Hiring Platforms

It’s easy to feel overwhelmed with the sheer number of tools promising to revolutionize hiring. But humans and technology actually make a great team, especially in recruitment.

The best HR software for recruitment let your team focus on strategy while the tools handle repetitive tasks. From screening candidates to scheduling interviews and managing onboarding, these platforms streamline the process, improve candidate experience, and ensure hiring decisions are smarter, faster, and fairer.

We’ve tested, researched, and compared dozens of solutions to bring you the 10 best recruitment software of 2026 to truly make a difference for your HR tool stack.

What Makes a Great Recruitment Software?

HR teams start each new year by looking back at how work and talent strategies have shifted, using those lessons to celebrate wins, confront challenges, and plan smarter for the future. Recruiting stood out as one of the biggest struggles in 2024, according to a recent by SHRM, adding pressure to workloads and pushing burnout higher across many teams. 

The best recruitment software for agencies streamlines the hiring process, reduce workloads, and ensure better outcomes. To maintain the competitive edge, the best recruitment software offers features that go beyond the basics. Here’s what makes a great tool for your HR team:

  • AI-powered candidate screening: Recruitment software with AI can automatically rank and filter candidates based on pre-set criteria, drastically reducing time-to-hire while making sure top talent rises to the top.
  • Seamless ATS integrations: The best recruitment software integrates seamlessly with your existing applicant tracking system (ATS), allowing you to manage candidates, track progress, and avoid any disruptions in your workflow.
  • Smart proctoring features: Advanced proctoring tools, such as AI-powered snapshots, tab-switch detection, and smart browsers, keep candidates in a secure testing environment, protecting against cheating and providing real-time monitoring.
  • Real-time analytics and reporting: Access in-depth reports that go beyond basic scores, helping you analyze candidate performance, interview results, and identify trends that inform smarter hiring decisions.
  • Skills-based assessments: Recruitment software should enable you to design skills-based assessments tailored to job roles, technical requirements, and experience levels. This ensures a more precise evaluation of candidate capabilities and helps identify the best-fit talent more quickly.
  • Scalability for high-volume hiring: The ability to handle high volumes of candidates with no restrictions on the number of test participants is crucial for large-scale recruitment campaigns, enabling you to scale without sacrificing quality.

📌Interesting read: The Mobile Dev Hiring Landscape Just Changed

10 Best HR Software for Recruitment: At a Glance

As we dive deeper into the recruitment software landscape, it's important to highlight tools with consistent performance in hiring candidates. Below, we have compared the 10 best AI recruitment software companies, focusing on their key features, ideal use cases, strengths, and weaknesses:

Tool Key Features Best For Pros Cons G2 Rating
HackerEarth Coding challenges across many languages, AI-driven skill validation, proctoring, detailed reporting, large skills library Tech hiring teams needing coding assessments and developer sourcing at scale Rapid candidate screening with automated leaderboards; rich question library; good proctoring No low-cost, stripped-down plans 4.5/5
Greenhouse Structured interview kits, hiring workflows, ATS, robust integrations, reporting and scorecards Mid-market to enterprise teams focused on structured hiring and interview process design Strong interview orchestration; broad integration ecosystem; good governance tools Customization and cost can be barriers for smaller teams 4.4/5
Lever Candidate relationship management, collaborative hiring pipeline, analytics and sourcing tools Teams that want an ATS with built-in CRM and recruiter workflows CRM-style candidate nurturing; easy collaboration; good sourcing features Reporting and some advanced analytics can feel limited for power users 4.3/5
JazzHR Job posting, candidate pipelines, templates, interview scheduling, affordable pricing tiers Small and growing companies that need a cost-effective ATS Easy to use; fast setup; strong value for SMB hiring Less feature depth for large enterprise use cases; some limits on advanced automation 4.4/5
Workable Sourcing hub, one-click posting, interview kits, built-in CRM, reporting Companies that want fast job distribution and streamlined hiring workflows Broad job posting reach; strong candidate tracking; intuitive UI Price can be a factor for very small teams with light hiring needs 4.5/5
Breezy HR Visual hiring pipelines, interview scheduling, automation, candidate scoring Small to mid-size teams that prioritize usability and easy interview scheduling Very user friendly; quick to implement; strong scheduling features Limited deeper enterprise analytics and some customization limits 4.4/5
iCIMS Enterprise ATS, onboarding, recruitment marketing, integrations and compliance tools Large enterprises and staffing organizations needing full talent platform Scales well for enterprise needs; robust integrations and compliance support Can require longer time to implement and higher cost 4.2/5
BambooHR Core HR plus hiring workflows, offer letters, onboarding and reporting Small to mid-size businesses that need HR + recruiting in one system Strong HR core features with straightforward hiring tools; good UX Not a deep enterprise ATS feature set for complex hiring needs 4.4/5
Jobvite ATS, recruitment marketing, CRM, referrals, analytics Mid-market and enterprise teams that want recruiting suite with marketing features Good recruitment marketing and candidate management features Some users report UI and customization frustrations 4.0/5
Zoho Recruit Resume parsing, AI matching, custom workflows, affordable pricing Small to mid-size teams and staffing agencies looking for value and flexibility Cost effective; strong integration with Zoho suite; flexible workflows Advanced reporting and mobile UX can lag higher-tier competitors 4.4/5

The 10 Best AI Recruitment Software Companies

We’ve already explored a high-level comparison of key features, strengths, and limitations in the table above. To get a clearer picture of how each platform truly works in practice, let’s dive deeper into the 10 best AI recruitment software for hiring:

1. HackerEarth

HackerEarth coding assessment platform landing page for tech hiring
HackerEarth helps recruiters streamline tech hiring at scale

HackerEarth is an online recruitment and technical assessment platform that helps tech hiring teams identify and evaluate candidates at scale for more than 100 roles and 1,000+ skills. Recruiters can quickly build coding tests, combine domain-specific skill checks with soft-skill assessments, and screen large candidate pools efficiently. 

The platform supports blind hiring by masking personally identifiable information, helping reduce bias and promote more inclusive recruitment practices. HackerEarth also offers detailed performance analytics and customisable reporting that allow teams to track and optimise their hiring funnel over time.

One standout capability is HackerEarth’s hiring challenges, which enable companies to engage a global community of 10M+ developers via curated coding contests and hackathons. These contests provide access to pre-vetted talent who may not otherwise be active on job boards, helping companies boost their employer brand and attract highly motivated candidates. 

With over 100M code submissions and trust from big tech names like Google, Microsoft, IBM, PayPal, and Amazon, HackerEarth serves as both a candidate screening tool and sourcing engine. The platform is especially attractive to organisations that want to combine technical assessment, candidate engagement, and hiring funnel optimisation in a single tool.

Key features

  • Role-based assessment creation: Build tests tailored to specific roles or skills across technical and domain areas
  • Custom coding and analytic tests: Use real-world coding or logic exercises to assess candidates’ actual ability under time constraints
  • Blind hiring with PII masking: Remove personal identifiers to promote diversity and help reduce human bias in evaluation
  • Sourcing engine: Host hackathons and contests to access global developer talent and boost your employer brand
  • Funnel analytics and candidate reports: Generate detailed insights on candidate performance, test completion rates, and hiring outcomes
  • 36,000+ questions across 1,000+ skills: Evaluate candidates with a vast library covering emerging AI and niche tech skills

Pros

  • Provide comprehensive analytics and ranking data that help hiring managers make data-driven decisions
  • Supply a broad library of assessment types, including coding, logic, full-stack, and soft skills for varied hiring needs
  • Offer strong proctoring and anti-cheating features including webcam monitoring and plagiarism checks

Cons

  • Does not offer low-cost or stripped-down plans
  • Fewer customization options at entry-level pricing

Pricing

  • Growth Plan: $99/month 
  • Scale Plan: $399/month 
  • Enterprise: Custom pricing with volume discounts and advanced support

📌Related read: How Talent Assessment Tests Improve Hiring Accuracy and Reduce Employee Turnover

2. Greenhouse 

Greenhouse hiring platform homepage featuring AI-powered tools
Greenhouse streamlines hiring with AI tools from sourcing to onboarding

As an applicant tracking system, Greenhouse is built for companies that want highly structured, equity-minded, and data-driven hiring. It helps you define roles clearly, set up interview kits with standard evaluation criteria, and manage candidate workflows from sourcing through onboarding. 

With Greenhouse, users see around 27% faster time-to-hire, 31% reduced cost-per-hire, and significantly improved recruiter efficiency thanks to its structured hiring features and robust integration ecosystem. 

That said, for teams whose primary hiring challenge lies in validating technical skills, a dedicated assessment platform like HackerEarth can be a more targeted solution to complement structured hiring workflows.

Key features

  • Structured interview kits: Use role-based question templates to reduce bias and improve consistency
  • Automated workflow stages: Move candidates through hiring phases with built-in automation for scheduling, reviews
  • DE&I tools and anonymisation features: Hide or anonymize candidate data and implement behavior nudges for fairness

Pros

  • Provide measurable hiring improvements like faster time-to-hire and lower cost per hire
  • Support strong interview and evaluation alignment across hiring teams
  • Offer extensive integrations for sourcing, background checks, and HRIS systems

Cons

  • Requires a learning period to master structured hiring and DE&I tools

Pricing

  • Custom pricing

3. Lever

Lever recruitment platform homepage showcasing AI-powered tools
Lever's AI-powered platform streamlines sourcing, tracking, and relationship building

Lever combines ATS with candidate relationship management (CRM) to help companies build pipelines, nurture passive candidates, and make hiring more collaborative. It offers a clean interface, built-in workflows for managing interview feedback, intuitive dashboards, and sourcing tools. 

Users value Lever for reducing manual admin work, simplifying internal collaboration, and centralizing candidate data. 

Key features

  • Customizable dashboards and reporting: Track hiring metrics and pipeline health visually
  • Sourcing and job posting integrations: Distribute job posts widely and pull candidates from multiple sources
  • DE&I and anonymization tracking: Monitor diversity goals, anonymize data, and reduce bias in assessments

Pros

  • Provide very user-friendly interface which new team members adopt quickly
  • Support strong candidate nurture through CRM functionalities
  • Offer extensive integrations and plug-ins with sourcing tools and HR stack

Cons

  • Limited reporting flexibility for highly custom or advanced analytic needs

Pricing

  • Custom pricing

4. JazzHR

JazzHR homepage highlighting AI-powered recruitment tools
JazzHR’s AI-powered platform streamlines fast, cost-effective hiring

JazzHR targets small to midsize companies that want ease, speed, and clarity in hiring. It lets teams post jobs to multiple boards, track applicants through intuitive dashboards, and customise workflows for job stages. 

Users like its simple setup, strong candidate sourcing via job-board distribution and social sharing, plus automated messaging to keep applicants informed. The platform also provides analytics to monitor time-to-fill, source effectiveness, and applicant flow, which helps in spotting bottlenecks fast.

Key features

  • Candidate sourcing and job postings: Post to many job boards and amplify job visibility
  • Custom workflows and stages: Build hiring pipelines that match your team’s decision process
  • Dashboard analytics and recruiting metrics: Monitor time-to-fill, source performance, applicant trends

Pros

  • Provide a very easy to use interface ideal for SMB recruiting teams
  • Offer strong workflow customisation and automation that reduce manual administrative work
  • Deliver excellent customer support and helpful resources especially during onboarding

Cons

  • Display occasional workflow inconsistencies or interface UX frustrations for heavy users

Pricing

  • Hero: $75/month
  • Plus: $269/month
  • Pro: Custom pricing

5. Workable

Workable HR platform homepage showcasing recruitment tools
Workable’s future-ready HR platform streamlines hiring and employee management

Workable serves companies of all sizes who want an all-in-one platform combining recruiting, sourcing, and HR tools. It allows recruiters to post jobs to 200+ job boards, AI-powered candidate sourcing, self-scheduled interviews, and centralised report dashboards. 

Users like that Workable not only handles job posting and candidate tracking but also supports employee data, onboarding, document management, and workflow automation. That breadth makes it useful if you want recruiting tools plus HR operations in one place. 

Key features

  • Candidate relationship management (CRM): Nurture passive leads and maintain talent pools
  • Self-scheduled interviews & offer management: Let candidates pick slots, automate offers to speed hiring
  • Onboarding and HRIS integration tools: Manage employee data, docs, and workflows beyond hiring

Pros

  • Provide extensive reach via job boards and AI suggestions that reduce sourcing time
  • Offer strong tools across recruiting and HR operations so teams avoid switching between apps
  • Deliver intuitive dashboards, solid reporting and analytics that help identify pipeline bottlenecks

Cons

  • Premium pricing especially when using advanced sourcing or HRIS extensions

Pricing

  • Standard: $360/month
  • Premier: $599/month (billed annually at $7,188/year)

📌Suggested read: The 12 Most Effective Employee Selection Methods for Tech Teams

6. BreezyHR

BreezyHR platform homepage offering recruitment tools
BreezyHR streamlines hiring with AI tools to attract better talent faster

BreezyHR focuses on simplifying recruitment with a visually intuitive, drag-and-drop interface that makes tracking candidates easy. Its platform supports small to mid-sized businesses with features like automated sourcing, candidate nurturing, and video interviewing. 

The platform’s emphasis on ease of use makes it a favorite for teams that want to reduce administrative workload while maintaining candidate engagement.

Key features

  • Drag-and-drop pipelines: Move candidates visually across hiring stages with simple drag-and-drop actions
  • Automated candidate sourcing: Source candidates automatically from job boards, referrals, and social platforms
  • Video interview tools: Conduct seamless video interviews for remote or hybrid candidate experiences

Pros

  • Use an intuitive interface that simplifies hiring for recruiters of all skill levels
  • Automate candidate sourcing and outreach to save hours of manual work
  • Support virtual hiring processes through built-in, user-friendly video interviewing features

Cons

  • Limited customization for pipelines in lower subscription plans

Pricing

  • Bootstrap: Free
  • Startup: $189/month
  • Growth: $329/month
  • Business: $529/month

7. iCIMS 

iCIMS platform homepage featuring AI recruitment tools
iCIMS AI-powered platform helps enterprises hire top talent faster

As an enterprise-grade recruitment platform, iCIMS covers every stage of talent acquisition, from sourcing to onboarding, with advanced automation and integration capabilities. iCIMS excels in compliance and global hiring needs, making it ideal for enterprises with complex recruitment workflows. 

Its marketplace of integrations ensures seamless connectivity with other HR and productivity systems.

Key features

  • Enterprise-grade ATS: Manage high-volume candidate pipelines and track applicants with precision
  • AI-powered insights: Predict hiring outcomes and identify top candidates with AI-based recommendations
  • Global compliance management: Ensure compliance with regional labor and data protection laws globally

Pros

  • Manage enterprise-scale hiring processes with robust tracking and compliance features
  • Leverage predictive analytics to make smarter and faster recruitment decisions
  • Stay compliant across multiple regions with integrated compliance management tools

Cons

  • High complexity for smaller teams with limited hiring needs

Pricing

  • Custom pricing

8. BambooHR 

BambooHR platform homepage offering comprehensive HR tools
BambooHR provides an all-in-one solution for HR management

If you're looking for an HR software with a strong recruitment module, BambooHR is designed for small and mid-sized businesses seeking an all-in-one solution. It simplifies applicant tracking, employee onboarding, and HR administration under one platform. 

BambooHR stands out for its clean interface and ability to centralize HR functions beyond recruiting, including payroll and performance management. For companies looking for an integrated HR and recruitment experience, BambooHR is a strong contender.

Key features

  • Onboarding automation: Automate onboarding workflows to provide smooth new hire experiences
  • Employee database management: Centralize all employee records into one unified HR system
  • Performance tracking tools: Monitor employee performance and support growth beyond recruitment

Pros

  • Simplify HR and recruiting by combining multiple functions into one platform
  • Automate onboarding to deliver consistent and positive new hire experiences
  • Enjoy an intuitive design that makes the platform easy for teams to adopt

Cons

  • Lacks advanced sourcing features often needed by larger recruitment teams

Pricing

  • Available in Core, Pro & Elite: Custom pricing

📌Also read: The Impact of Talent Assessments on Reducing Employee Turnover

9. Jobvite 

Jobvite homepage featuring AI-powered recruitment software
Jobvite’s AI-powered platform tackles complex hiring challenges

Jobvite is a comprehensive recruitment platform built for mid-sized and large businesses that want end-to-end hiring capabilities. It supports everything from sourcing and engagement to onboarding, with strong automation and analytics. 

The platform stands out for its AI-based candidate matching and advanced recruitment marketing tools, making it highly effective for companies with competitive hiring landscapes.

Key features

  • AI-based candidate matching: Identify and rank top-fit candidates quickly with advanced AI algorithms
  • Recruitment marketing tools: Create branded campaigns to attract and engage qualified applicants
  • Automated workflows: Reduce repetitive tasks by automating sourcing, communication, and scheduling

Pros

  • Improve candidate matching accuracy with built-in AI-driven recommendations
  • Strengthen employer branding with comprehensive recruitment marketing capabilities
  • Automate complex workflows to save recruiter time and reduce manual errors

Cons

  • Small businesses may face some complexity that may be challenging to manage

Pricing

  • Custom pricing

10. Zoho Recruit

Zoho Recruit homepage showcasing its ATS and CRM platform
Zoho Recruit combines ATS and CRM for efficient talent acquisition

Zoho Recruit is a flexible recruitment solution designed for staffing agencies and corporate HR teams. It offers end-to-end features like candidate sourcing, resume parsing, and background checks while integrating seamlessly with other Zoho applications. 

Its automation capabilities help recruiters reduce manual tasks and streamline workflows. With affordability and scalability, Zoho Recruit caters to both small firms and growing enterprises.

Key features

  • Resume parsing tools: Parse candidate resumes automatically and store data in structured fields
  • Job board integrations: Publish job postings directly across multiple integrated job boards
  • Background check integrations: Connect with third-party vendors for easy candidate background checks

Pros

  • Automate resume parsing and manual recruiter tasks to save valuable time
  • Take advantage of flexible, affordable pricing for businesses of all sizes
  • Integrate seamlessly with other Zoho apps for a connected HR ecosystem

Cons

  • Offers limited third-party integrations outside the Zoho ecosystem

Pricing

  • Free
  • Standard: $30/month
  • Professional: $60/month
  • Enterprise: $90/month

*Pricing via G2

📌 You may also like: Automation in Talent Acquisition: A Comprehensive Guide

How HackerEarth Helps Teams Hire Better, Faster

Choosing the best software for recruitment agencies is ultimately about finding a platform that aligns with your hiring goals, scales with your organization, and delivers measurable impact. From this guide, shortlist two or three platforms that meet your needs, request demos, and test them with real roles to evaluate ease of use and effectiveness.

Of all the options, HackerEarth stands out for its automated assessments, bias-free screening, and deep analytics that help recruiters make faster, smarter hiring decisions. For example, Trimble, a global leader in geospatial and positioning solutions, used HackerEarth Recruit to transform its hiring process. By replacing manual candidate screening with automated assessments, Trimble reduced recruiter workload by 66% and improved candidate quality significantly.

Book a demo today and see how HackerEarth can accelerate your hiring outcomes.

8 Best Hiring Platforms in 2026

What Makes a Great Hiring Platform?

A great hiring platform optimizes every step of the hiring journey, from sourcing candidates to making the final hire. The difference lies in features that save time, reduce friction, and create meaningful connections between employers and talent, making it crucial to understand what to look for. 

Here are some of the non-negotiable features to consider in the best recruiting platforms for high-volume hiring.

  • AI-driven candidate matching: The best platforms use machine learning to instantly identify the most suitable candidates, which helps reduce manual effort and accelerates the hiring process.
  • Scalable assessment tools: A strong platform supports large volumes of applicants with ease, which becomes critical during high-volume hiring drives.
  • Comprehensive proctoring features: Look for advanced options such as AI snapshots, browser restrictions, and tab-switch monitoring because they provide secure and reliable assessments.
  • Candidate experience optimization: Great platforms simplify every step for candidates, offering seamless and engaging experiences so top talent never walks away from a slow or frustrating process.
  • Integration capabilities: Hiring becomes smoother when the platform connects effortlessly with Applicant Tracking Systems (ATS) and other essential HR tools already in use.
  • Customizable test creation: Different roles require different skills, so the platform should allow teams to build assessments tailored to varying positions and levels of expertise.

8 Best Remote Hiring Platforms Comparison

Selecting the right platform depends on multiple factors, from ease of setup to the depth of features. Here’s a quick comparison of some of the best hiring platforms for employers:

Platform Best For Key Features Pros Cons G2 Ratings
HackerEarth Comprehensive end-to-end hiring, skill assessments, benchmarking, and continuous talent development Online coding environments, an extensive question library, automated scoring, interview replay, and plagiarism flags Strong ecosystem for coding challenges and large question sets that speed up screening No low-cost, stripped-down plans 4.5
Codility Companies that need reliable engineering assessments and time-bound testing Automated coding tests, real-time test execution, customizable tasks, built-in browser IDE Clean interface and powerful test execution that reduces manual validation time Users note UI tradeoffs on small screens, and some missing advanced features 4.6
TestGorilla High volume mixed hiring with broad test coverage and bias reduction Large prebuilt test library, cognitive and personality tests, webcam snapshots, and IP logging Very user-friendly with a broad test bank that recruiters can use immediately Some customers still ask for stronger cheating detection for edge cases 4.5
Vervoe Real-world task simulations Simulation-style tasks, performance ranking, structured scoring, and candidate pipelines Improves candidate quality by surfacing real skill performance during screening Larger-scale implementations can require more setup and planning 4.6
HireVue Scaling interview capacity and reducing scheduling friction for high-volume hiring On-demand video interviews, scheduling automation, structured rating guides, and AI-assisted insights Automates interview logistics and helps reviewers work faster with structured guides Past scrutiny over some AI features influences public perception and regulatory attention 4.1
Glider AI Recruiters who want end-to-end skills first screening and clearer pipelines Custom assessments, candidate management, skills-centric scoring, automated reports Clear assessment breakdowns and good ease of use for hiring teams A few users request more niche skill sets and expanded question banks 4.8
Coderbyte Small to midsize teams that need straightforward technical screening tools Coding challenges, test scheduling, plagiarism detection, and result dashboards Quick setup and an effective test library that shortlists strong candidates Some reviewers flag pricing concerns and integration limitations 4.4
CoderPad Live technical interviews Live coding interviews, collaborative editor, language support, session playback An interactive environment that mirrors real development work and supports many languages Users ask for clearer test case documentation and more customization options 4.4

The 8 Best Recruiting Platforms for High-Volume Hiring

In high-volume hiring scenarios, platforms that can manage large numbers of candidates without compromising the candidate experience are crucial. Here’s a closer look at some top platforms:

HackerEarth

HackerEarth's homepage
A comprehensive solution for end-to-end hiring, skill assessment, benchmarking and upskilling

HackerEarth is one of the most comprehensive hiring platforms, designed to help organizations assess, screen, and hire top engineering talent at scale. By combining AI-driven assessments with real-world coding challenges, it reduces hiring timelines while maintaining rigor and fairness. The platform goes far beyond traditional resume-based screening by enabling recruiters to evaluate candidates based on demonstrated skills, logical reasoning, and problem-solving ability.

Its assessment library spans over 36,000+ questions, covering 1,000+ skills across 100+ job roles, giving hiring teams the flexibility to tailor evaluations to specific requirements. Recruiters can also create custom assessments, ensuring alignment with the technical needs of their organizations. Advanced proctoring features, including computer vision-based monitoring, plagiarism detection, and tab-switch alerts, safeguard test integrity, making HackerEarth a reliable solution for large-scale technical hiring.

HackerEarth also provides a candidate-friendly environment where developers can code in their preferred language, supported by in-line error highlighting, auto-complete, and linting. This ensures the assessment process feels natural, allowing developers to focus on logic instead of syntax. Along with technical skills, HackerEarth assessments also evaluate soft skills, including logical reasoning, communication, and problem-solving, providing a holistic view of a candidate's capabilities. For recruiters and hiring managers, the platform delivers data-driven insights, analyzing submissions for efficiency, correctness, and complexity, while offering replay options to review a candidate’s thought process.

Beyond skills assessments, HackerEarth integrates AI agents to accelerate and improve hiring outcomes. For example, the AI Screening Agent quickly identifies top candidates from large applicant pools, while the AI Practice Agent prepares candidates for technical interviews, helping them perform confidently and effectively. For live interviews, the AI FaceCode Agent acts as a real-time copilot, providing guidance and feedback to senior engineers to ensure structured, consistent, and insightful evaluations. 

Additionally, HackerEarth’s Hiring Challenges act as a sourcing engine, attracting candidates from its vibrant community of 10M+ developers across 133 countries. These contests showcase real-world problems, allowing companies to engage with skilled developers who may not be actively searching on job boards. With trusted adoption by companies like Google, Amazon, Microsoft, and Barclays, HackerEarth empowers organizations to improve hiring outcomes while boosting employer branding.

Key features

  • Extensive assessment library: Access 36,000+ coding questions across 1000+ skills and 100+ job roles
  • Custom test creation: Create tailored assessments aligned with specific organizational needs
  • Advanced proctoring tools: Eliminate plagiarism, impersonation, and tab switching with computer vision-based monitoring
  • Candidate-friendly coding environment: Let candidates code in their preferred language with error highlighting and auto-complete
  • Data-driven reporting: Analyze submissions for correctness, efficiency, and complexity with replay options
  • Hiring Challenges community sourcing: Attract talent from a global pool of 10M+ developers through coding contests

Pros

  • Reduce time-to-hire by half with streamlined assessments
  • Engage a global community of developers for sourcing
  • Offer candidates a seamless and supportive test experience
  • Deliver data-rich insights to make confident hiring decisions

Cons

  • No low-cost, stripped-down plans that fit small business budgets

Pricing

  • Growth Plan: $99/month per user (10 credits)
  • Scale Plan: $399/month (25 credits)
  • Enterprise: Custom pricing with volume discounts and advanced support

Codility

Codility platform for recruitment optimization
Revolutionize recruitment with Codility's efficient hiring tools

Codility offers a technical hiring platform that helps companies test and evaluate developer candidates through automated coding challenges, whiteboarding, and interview tools. Recruiters use it to filter out weak code early, speed up screening, and reduce bias. It supports a wide variety of programming languages and provides tools for live coding interviews and take-home tasks. 

Many users choose Codility because it scales assessments easily and gives clear feedback on candidate performance. Its interface lets interviewers set up tests or invite tasks while seeing results in dashboards that highlight candidate coding skill, problem-solving, and efficiency.

Key features

  • Automated coding tests: Validate candidate code quality quickly with a test suite and execution environments
  • Live interview tools: Conduct real-time coding sessions with a collaborative editor and whiteboard
  • Error detection & plagiarism checks: Flag copied or manipulated code to maintain assessment integrity

Pros

  • Show candidate efficiency, correctness and other metrics in performance dashboards
  • Deliver fast candidate screening with intuitive UI and reliable tools
  • Reduce bias using consistent coding challenges and standard assessment criteria

Cons

  • Requires investment of time to set up custom tasks well
  • The platform focuses narrowly on algorithmic tests, overlooks design, debugging, and communication skills, and comes at a high cost

Pricing

  • Starter: $1200/month
  • Scale: $600/month
  • Custom: Contact for pricing

TestGorilla

TestGorilla platform for sourcing skills-tested candidates
Source top talent faster with TestGorilla's smart recruiting tools

Looking to revolutionize your hiring process? TestGorilla helps companies source, assess, and shortlist candidates using skill tests, personality tests, video questions, and more. It offers an extensive library of prebuilt tests, options to build custom assessments, and a sourcing pool of skills-tested job seekers. 

The platform emphasizes flexibility, letting teams buy credits for assessments and scale usage as needed. It also supports integrations with HR tools and allows deep filtering of candidates by test scores, experience, and demographics.

Key features

  • Skills test library: Provide access to hundreds of tests covering soft skills, cognitive, and technical domains 
  • Custom assessment creation: Design assessments specific to roles using varied question types like essay or file upload 
  • Advanced filtering tools: Filter candidates by test score, location, salary, and years of experience

Pros

  • Tap into a pool of 2 million+ skills-tested candidates ready to evaluate immediately
  • Add video questions or use custom branding to improve candidate engagement
  • Reach a large skills-tested talent pool without running sourcing campaigns from scratch

Cons

  • You have to pay more as your company size grows, even if hiring volume remains constant

Pricing

  • Free
  • Core: $142/month
  • Custom: Contact for pricing

Vervoe

Vervo's homepage showcasing their CV-free candidate screening platform
Screen candidates without a CV

Vervoe transforms hiring by letting companies build assessments tailored to each role using real-world tasks and AI-powered grading. It supports multiple question types, including coding, presentations, audio, video, or live spreadsheet work, so you can test what matters.

The platform integrates with many ATS and workflow tools, offers branded assessments, candidate messaging, and candidate feedback. It also delivers reporting on candidate completions, question difficulty, and score distribution.

Key features

  • AI assessment builder: Upload job description and auto-generate role-specific, validated assessments quickly
  • Assessment library templates: Use any of 300+ templates for many roles and customize questions per need
  • Varied question types: Offer coding, video, audio, presentation, live spreadsheet tasks to match job requirements

Pros

  • Auto-grade and rank candidates automatically to surface top performers
  • Check assessment health, score distributions, and candidate activity via reports and charts
  • Improve fairness by focusing on merit through AI-powered role-specific assessments

Cons

  • Requires training for hiring teams to interpret rich analytics and metrics

Pricing

  • Free (7 days)
  • Pay As You Go: $300 (10 candidates)
  • Custom: Contact for pricing

*Pay As You Go is charged as a one-time payment

HireVue

HireVue's homepage showing their AI-powered hiring platform
Make the right hire with data

As a full-service interviewing and assessment platform, HireVue is designed to help organizations evaluate talent faster with video interviews, AI-powered skill assessments, and job tryout simulations. It supports both live and on-demand interviews, structured scoring, and tools to reduce bias. 

Employers use HireVue to engage candidates, offer flexible interview scheduling, and combine skill tests and interview video workflows into unified pipelines. Features like language tests, scenario or role-play simulations, and candidate self-scheduling help HireVue work across industries and scale globally.

Key features

  • Virtual Job Tryout® Immerse candidates in real job scenarios to assess role-fit directly
  • AI-scored interviews: Combine video interviews and assessments with AI scoring to reduce bias and speed decisions 
  • Technical assessments module: Evaluate coding, logical, or role‐based technical skills with auto-scored tests 

Pros

  • Assess candidates’ communication skills in the languages accurately
  • Speed hiring by combining assessments and interviews in a unified process
  • Expand global reach with multilingual testing and standardized role-based assessments

Cons

  • Some users report integration issues with certain HR or ATS platforms in some deployments

Pricing

  • Custom pricing

Glider AI

Glider AI homepage, indicating a skill validation platform
Validate talent and skills with Glider AI

Glider AI offers a skill-validation platform built for both technical and non-technical roles. It supports assessments, interview tools, and pre-screening to automate hiring workflows while maintaining fairness. It helps teams reduce time-to-fill, improve candidate satisfaction, and ensure skills-based evaluation with AI-assisted automation. 

Customers see higher placement rates, leaner screening pipelines, and reliable performance reports. Plus, it integrates with ATS tools and gives admins control over access, roles, dashboards, and performance metrics.

Key features

  • Skill-based screening assessments: Design tests that validate technical and soft skills automatically
  • Integration with ATS & workflow tools: Enable inviting candidates and tracking progress via existing HR systems
  • Proctoring & test integrity tools: Monitor candidate behaviour and ensure fairness during assessments

Pros

  • Visualize candidate comparison, time-to-fill, placement rate and satisfaction metrics
  • Let teams set permissions, templates, and custom workflows per hiring role
  • Increase candidate satisfaction by using fair and transparent evaluation models

Cons

  • The platform struggles with test fit for some specialized roles where off-the-shelf assessments do not match needs perfectly

Pricing

  • Custom pricing

Coderbyte

Coderbyte platform for skill evaluation and AI-powered hiring
Screen, interview, and upskill your workforce with Coderbyte

Looking to screen, interview, and upskill technical candidates, all from one platform? Coderbyte offers a robust challenge library, live editors, take-home projects, and advanced cheating detection tools to make your hiring process seamless.

Recruiters can create customized assessments featuring multiple-choice questions, coding challenges, project uploads, and video responses. The platform supports various programming languages, version control, real-time test execution, and collaborative coding environments. 

Key features

  • Massive challenge library: Pick from many coding challenges, MCQs, and project-based tasks across languages
  • Real-time coding editor & collaboration: Use live editor, whiteboard modes, and multi-file support for programming interviews
  • Cheating detection tools: Detect plagiarism, copy-paste, and unauthorized access to maintain assessment integrity

Pros

  • Support for multiple choice, open-ended, video, and file uploads for assessing different skills
  • Analyze candidate results, compare performance, and see metadata like completion time and errors
  • Set user roles, manage teams, and integrate with existing workflows and systems

Cons

  • Expect occasional UI bugs or platform downtime during peak usage

Pricing

  • Pro: $199/month
  • Enterprise: Starts at $9,995/year

CoderPad

CoderPad platform for real-world coding assessments
Streamline technical hiring with CoderPad

CoderPad provides live coding interview tools and technical assessment environments that reflect real programming work. Developers can solve multi-file projects, use language contexts and see code replay. It emphasizes realistic tasks, high candidate completion rates, and editing environments that feel like actual dev tools.

It’s one of the best AI hiring platforms for live interviews, take-home challenges, and whiteboard-style pair programming.

Key features

  • Live coding interview environment: Host interactive sessions with collaborative editors and real-time feedback
  • Real-world project simulation: Assign realistic, multi-file tasks to replicate actual job challenges
  • Code replay & suspicious activity alerts: Review candidate behavior via session replay and detect copy-paste or external resource use

Pros

  • Deliver assessments that engage candidates so completion stays high compared to many platforms
  • Allow candidates to choose among many programming languages to write solutions in their strengths
  • Enhance recruiter insight via session replay and granular behavior tracking

Cons

  • Limited database support for some language products, causing a gap for certain technical tracks

Pricing

  • Free
  • Starter: $100/month
  • Team: $375/month
  • Custom: Contact for pricing

Choosing the Best Hiring Platform for 2025

Recruiters in 2025 have access to more hiring technology than ever before, but not every tool is designed for enterprise-grade hiring. For enterprises seeking the best recruiting platforms for high-volume hiring, options like Codility, Glider AI, and Vervoe streamline fairness and speed. For smaller teams, TestGorilla and Coderbyte provide affordable flexibility. 

But when it comes to scaling developer recruitment with unmatched accuracy, fairness, and enterprise-grade reliability, HackerEarth consistently stands out. With its vast question library, AI-driven scoring, and advanced proctoring, it leads the best hiring platforms. 

If your goal is to reduce time-to-hire and future-proof your recruitment pipeline, exploring HackerEarth is the logical next step. Schedule a demo today to get started!

FAQs

What is the best hiring platform for employers in 2025?

The best hiring platform depends on your goals, but for technical hiring at scale, HackerEarth stands out. It offers a library of 36,000+ coding questions, AI-powered proctoring, customizable assessments, and real-time code evaluation. This makes it the go-to choice for enterprises that need fairness, accuracy, and speed in high-volume hiring.

Which platform is considered the most reliable for job seekers?

Job seekers often rely on platforms like LinkedIn, Indeed, and Glassdoor to discover opportunities. However, HackerEarth offers a unique advantage for developers by hosting global coding challenges and hackathons that connect talent directly with employers. For technical professionals, it creates a merit-based path to opportunities instead of depending only on resumes.

What job sites do recruiters rely on the most today?

Recruiters frequently use LinkedIn, Indeed, and niche platforms for sourcing candidates, but when it comes to hiring developers and technical roles, HackerEarth leads the way. With AI-driven assessments, detailed skill reports, and enterprise integrations, it enables recruiters to identify the right candidates faster and with more confidence than general job boards.

Top Products

Explore HackerEarth’s top products for Hiring & Innovation

Discover powerful tools designed to streamline hiring, assess talent efficiently, and run seamless hackathons. Explore HackerEarth’s top products that help businesses innovate and grow.
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Hackathons
Engage global developers through innovation
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Assessments
AI-driven advanced coding assessments
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FaceCode
Real-time code editor for effective coding interviews
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L & D
Tailored learning paths for continuous assessments
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