WePay Engineers Axe Resumes to Hire Faster

Learn How WePay Used Skills-Based Hiring to Grow its Engineering Team


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WePay is one of the fastest growing FinTech startups. As the company grows and expands, its demand for software engineers started to outpace the bandwidth of their recruiting team. We helped WePay build a data-driven recruiting process.

Instead of using resumes to manually source software engineering candidates, the team used HackerRank to send coding challenges to candidates as part of the application.


We discovered skilled developers we
never would have looked at because of their resumes
that were lacking specific technical skills.
— Neal Rosenblum, WePay Director of Talent Acquisition

The Problem:  Spending Too Much Time on Resumes

 

Last year, WePay had some lofty hiring goals: Tasked with hiring 10 interns within 2 weeks. With WePay's high bar for engineering talent, the recruiting team had a sprint where 25 developers conducted dozens of phone screenings and interviews to hire 10 people in two weeks. And this is just for their intern program. At another time, WePay's recruiters had to hire 18-20 developers within 4 months. Since resume sifting and technical phone screenings are so time consuming, Neal's team tried to spread out the tasks among 25 different developers who were reviewing candidates nonstop. 

At the time, WePay only had two technical recruiters who had to achieve these lofty goals. In fact, Rosenblum was tasked with building a recruiting team while also filling engineering roles. As Director of Talent Acquisition, he needed to reduce the noise, focus on relevant skills and speed up the process. 

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We had a lot of people responding to postings we had made, and we wanted to keep buckets clear. My colleague John was spending a lot of time just maintaining and clearing out our buckets.
— Neal Rosenblum, Director of Talent Acquisition

At another time, WePay's recruiters had to hire 18-20 developers in 4 months. Since resume sifting and technical phone screenings are so time consuming, his team tried to spread out the tasks among 25 different developers who were reviewing candidates nonstop. 


The Solution: Faster, Better Hiring with Pre-Hire Tests

 

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With HackerRank, they were able to reach and screen more people in less time.  One of the biggest ways HackerRank helped WePay save time is by cutting down on the applicants who were just not qualified or serious about the job. For every new job opening, the team habitually received a ton of resumes, but many of them were not relevant or qualified for the job. 

 

By sending coding challenges at the first step of the interview, WePay not only automated its screening process but also started building a better process between engineering and recruiting teams. When you’re a small interview team, and a growing startup, product releases are important. If you can save engineers' time using HackerRank, you can cut enough interviewing hours to equal three full engineers who can work on product. That's huge. 

If people passed the HackerRank test,
there was a higher probability they’d pass the interviews.
— Neal Rosenblum, Director of Talent Acquisition

Resume Noise Down Filtered by 94%

After implementing coding challenges at the first step of the interviewing process, WePay found that about 50% of applicants dropped off. Using customized coding challenges that WePay engineers built, the recruiting team was able to narrow down to 6% of all resumes that came through their sources. Without HackerRank, recruiters would have to sift through resumes manually.

Intern Gender Ratio Increased to 50% Women

 

As an additional benefit, by focusing purely on coding skills, WePay was able to open up opportunities to more diverse, qualified applicants, which allowed them to increase their gender ratio to 50 percent women. With HackerRank, WePay's engineering intern team ended up increasing its gender ratio to 50% women. Meanwhile, women make up roughly 15-20% of engineering teams at major tech companies.