| I haven't used HackerRank, but got experience with similar product Codility (https://codility.com/). My experience: 1. Works great if engineers apply to you, much less if you try to poach a engineer from great company. 2. Great resumes or credentials sometimes don't correlate with great performance. Especially there are hidden self-trained engineers, who can build great products, but never had CS degree or worked in well known company. It can be competitive advantage if you can give standardized test to everyone who apply, when most companies wouldn't bother to invite them for an interview. 3. Still they can save a lot of time for both ends: a) candidate usually prefer to spend one hour on an online test than to take a day off for full day of interviews b) company can offer this test to anyone, time of senior developers is usually too costly to offer regular interview to anyone 4. It is not a replacement for regular interview process. You still have to interview candidate. Most of the time, signal from this tests is clear if they are used properly (e.g. give mix of tasks with different difficulties). |
One additional bit to add to this type of 'testing'. It's write once, "be interviewed" multiple times. Rather than the usual interviewing process that requires you to "write" some sort of test/interview every time they go to another potential employer.