Remote Hiring: Current Assessments, Processes Woefully Inadequate

Remote Hiring: Current Assessments, Processes Woefully Inadequate

In the tech industry, COVID-19 suddenly exposed how precarious their engineering teams are, now that they are shifting to remote. Because engineers need to do more than just code.

It’s official. Remote work is here to stay. At Woven (where I work, in the interests of full disclosure) we were not surprised. The signs were there all along. But as COVID-19 forced everyone on that corner, the suddenly remote companies are put in a position where suddenly, they can’t trust their process to work as well as it used to. 

Now, every startup and even the big ones like Pinterest, Airbnb, and Uber are jumping in to protect their employees and their companies. For companies that are hiring, they are put in a curious position where they have to define their openings as remote work. In the tech industry, COVID-19 suddenly exposed how precarious their engineering teams are, now that they are shifting to remote. Because engineers need to do more than just code. 

Hiring programmers by just looking at the programming skills and without testing for debugging, architecture, and communication often risks leading down a path of credentialism, whiteboard puzzles, and brainteasers.

As Wes Winham, CEO of Woven often laments: current technical assessments and hiring processes are woefully inadequate in finding the best candidate for a specific job.

They are either under-qualified or overqualified because they went through an inadequate testing tool. As the rest of the world is catching up, there is a growing need to highlight what it takes to be a successful engineer in today’s remote landscape. Conversely, what skills companies need to look for in engineers joining their remote team.

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