Adaface vs. CodinGame for Work

It simply helps us internally and externally. By externally, I mean we usually do a quick round of initial testing using Adaface, and internally, I mean we are planning to use it as skills assessment tool for our purpose.I am not sure if there is any control over the googlability of questions. Unfortunately, I cannot edit some questions, whose test is not super clear and I would like to correct it. Many candidates say that the test is anxiety-provoking

Incentivized

If you are a tech recruiting, you might need to use an automation tool such as this. It will be more suitable for junior profile sourcing. Less appropriate for senior or architect-level openings. Great for technology-specific assessments, less appropriate for a full-stack technical assessment which will take 2 hours of the candidate's time.

Incentivized

• Addressing challenges in the recruitment process
• Technical assessments on coding and other technical languages with ease
• Streamlining the process of assessing candidates' skills

Incentivized

• Create ad-hoc technical assessments within minutes.
• Email bulk invites.
• Candidates get instant feedback.

Incentivized

• Sometimes questions are not elaborated or don't have sufficient material to grasp them properly, due to which candidates cannot understand them properly.
• There should be the option of providing hints as sometimes, we as recruiters, may require such features to judge a person on a few other factors as well.

Incentivized

• Adding cutting-edge technologies in a faster way.
• adding a "register link" so you can use a public link instead of personalized invitations.
• Additional reporting and analyzing capabilities.

Incentivized

• Has simplified our hiring process significantly, making for less expenditure during onboarding and interviewing

Incentivized

• Saved us team-wide 30+ working hours a week.
• Help us compare internal from external talent.
• Better candidate experience.

Incentivized