The 7 Best Automated Vetting Tools For Software Developers in 2025
Vetting tech candidates is a crucial step in the hiring process as it enables you to assess their abilities before the interview and determine whether you should move forward. However, the vetting process can be costly as well as time-consuming, particularly if a corporation uses just internal resources to undertake it. That is where automated vetting tools for software developers come into play.
As per SHRM statistics, 79% of companies use automation and AI tools to streamline their hiring and recruitment procedures. This article will explore the top automated vetting platforms in 2023 to help you find software developers and make informed recruiting decisions.
What Makes the Best Vetting Tool For Developers?
When hiring remote developers, automated vetting tools are an essential component of the process. As Vikas Kaushik, Chief Executive Officer (CEO) at TechAhead, opines, “The value of automatic vetting methods in this dynamic environment, where TechAhead creates unmatched mobile apps and digital solutions, cannot be understated. Using cutting-edge technologies gives our developers the tools they need to succeed and produce excellent work.
These coding assessment platforms allow you to assess a candidate’s programming skills in real-time to determine aptness:
- Codility — Diverse pre-built assessments for various roles.
- HackerRank — Advanced capabilities for managing enterprise teams.
- CodeSignal — Automated proctoring for scale supervision.
- CodinGame — Gamified interactive coding challenges
- HackerEarth — Hackathons to spot top applicants.
- CoderByte — Custom programming challenges for grading.
- CoderPad— Real-time collaborative coding environment.
When selecting a code assessment platform for software developers, you should consider several crucial features for effectiveness. Having these basic features on the platform makes for an easier and accelerated hiring process:
- Customizable technical assessments: The capacity to create assessments that specifically represent the abilities needed for a given work position.
- Scalability: The ability of a tool to handle a large number of applicants without compromising the accuracy of the evaluation.
- Automated grading of coding challenges: Quick and precise scoring of coding problems to ensure objectivity and saves time.
- Real-time collaboration: A tool that enables interviewers to see and engage with applicants as they work together on coding challenges in real-time.
The 7 Best Code Assessment Platforms For Software Developers
Prior to hiring a software developer, you should look at their code to ensure they have the knowledge and technical skills required for the position. There are numerous assessment tools on the market to facilitate this, but not all of them produce the necessary reliable results. According to HireBee, the ideal applicant software system can save you up to 20% in recruitment time, which is why the right tool is essential.
Here are some of the top coding assessment platforms you can take into consideration if you are looking to add some software developers to your team:
1. Codility — The Technical Skills Screening Platform
Pros:
- Provides versatility: This platform supports a variety of coding languages, a wide range of programming problems for real-world work situations, and a database of coding functions. This is great for a multi-faceted team.
- Ensures transparency: With Codility, you can easily detect cheating or the use of AI software in tests. This ensures that candidates only submit work that accurately represents their own skills.
- Enhanced collaboration: Codility offers robust team management features that improve collaboration, such as email reports and folder-based organization.
Cons:
- Not available in offline mode: Some users may not be able to use the capabilities as they are completely dependent on an available internet connection.
Codility is an advanced platform that helps acquire top developer talent through a wide range of code challenges, with an emphasis on accuracy and efficiency. It stands out for its extensive assessment selection, covering diverse programming languages to evaluate suitability for positions.
Josh Amishav, Founder and CEO at Breachsense, had this to say about testing programming languages: “When choosing an automated vetting tool, it is important to consider the languages you want to test for, the level of experience you need, as well as the types of skills you’re hiring for. Getting the right vetting tool in place will save you heaps of time when recruiting.”
To provide a personalized screening experience for each candidate, employers can use Codility’s pre-designed tests to select the most appropriate challenges for each role. It has the following vetting-ready test products:
- CodeLive: This is an online room/ virtual space where interviewers and candidates can work together and code in real-time.
- CodeCheck: This is a screening tool for assessing programming abilities, technical knowledge, and practical development capabilities.
Apply Robust Testing Methodologies with Codility
Codility’s extensive collection of pre-built assessments allows hiring managers to select the most appropriate tasks for various technical roles. These assessments make it possible for recruiters to comprehensively assess candidates on different domains, frameworks, and programming languages.
The cost of using Codility varies according to the complexity of your technical hiring. You submit the form provided on its website, and they will contact you to discuss the plan best suited for your specific requirements.
2. HackerRank — The Enterprise-Based Platform
Pros:
- Customizable IDE: Instead of relying on server calls, HackerRank’s front-end IDE runs previews fully in the browser and enhances the experience with frequently used developer tools, like console logs. Additionally, it saves time on tactical but unimportant interview duties such as environment setup. This allows you to concentrate your efforts on more valuable candidate interactions.
- Comprehensive library: HackerRank has an exhaustive challenge library of coding challenges. Additionally, it is possible to easily maintain your own library and develop exercises with automated scoring.
- Cheating detection: HackerRank has an ample collection of plagiarism and AI detection tools. These range from video proctoring to checking for code similarity.
Cons:
- Costly: HackerRank falls in the more expensive spectrum when it comes to developer assessment platforms. Its lowest plan costs $100.
HackerRank is a technical applicant screening platform that uses an intuitive interface to assist companies of all sizes in finding, screening, scheduling, interviewing candidates, and hiring competent applicants. HackerRank offers an integrated development environment (IDE) that is fully customizable and a virtual whiteboard for ranking and evaluating various candidates according to their programming and coding abilities. It offers a platform that supports programmers’ skill development in addition to recruiting.
Some standout features of this platform include:
- CodeddPair: By using virtual pair programming in real-time, CodePair enables the evaluation of a candidate’s communication and problem-solving abilities.
- CodeScreen: By allowing applicants to take part in online coding tests, CodeScreen enables businesses to evaluate programmers’ technical skills as they code.
Test Developers for Your Fortune 500 With HackerRank
In terms of enterprise efficiency, HackerRank is unrivaled. It has all the essential tools for corporates, from ATS integrations to thorough audit logs, General Data Protection Regulation (GDPR), and single sign-on (SSO). It also offers advanced capabilities for managing a diverse team and library sharing.
HackerRank provides three pricing plans which include Starter, Pro, and Custom. The starter is available at $100 billed monthly, Pro is available at $250 billed monthly, and Custom is based on user-specific needs.
3. CodeSignal — The Technical Sourcing & Hiring Platform
Pros:
- Upscale library: CodeSignal provides one of the most comprehensive libraries in the market. It has a collection of question types that include code challenges in more than 40 languages.
- Proprietary assessments: CodeSignal offers “Certify” expert-prepared tests that provide more extensive assessments than can be found on other platforms.
- Eliminates unconscious bias: Instead of grading candidates based on their resumes, CodeSignal software screens engineers based on their technical skills.
- Real world problems: By combining real-world projects with coding challenges, CodeSignal offers a unique way to assess programmers. Compared to traditional coding assessments, this approach provides a more detailed picture of a candidate’s skills and suitability for the job.
Cons:
- Limited customization: It is a challenge to tailor tests to suit your business needs.
CodeSignal is an assessment tool that companies can use for sourcing candidates and conducting interviews. It encourages employers to select engineers by reviewing their coding skills rather than just looking at their resumes during the hiring process. The CodeSignal package includes other high-end features like pair programming.
The following are some standout features of this assessment platform:
- Proctored coding screening tests: These are offered by Certify for software engineers, enabling hiring managers to make unbiased choices.
- Specialized code examinations: These are created to match the qualifications you require for the open post.
- Real-time video interviews: This platform uses customized or pre-defined skills tests in a sophisticated interactive coding environment.
Utilize Scale Supervision With CodeSignal
For businesses that would like to guarantee scale supervision throughout the code assessment process, CodeSignal’s automated proctoring feature is appropriate. Some accredited technical assessments on CodeSignal incorporate a remote proctoring stage to guarantee the accuracy of results.
CodeSignal’s pricing is dependent on your technical recruiting needs. Its team will collaborate with you to develop a strategy that will effectively assist you in meeting your hiring objectives, and that works with your budget.
4.CodinGame — The Engaging Assessment Tool
Pros:
- Ease of use: Non-technical individuals can easily utilize and navigate the platform’s user interface.
- Makes assessment engaging: The pre-loaded skill tests include coding games that enhance the user experience, making it more enjoyable.
- Supports comparative scoring: CodinGame has dependable comparative scoring that allows you to narrow down prospects based on their coding prowess. It also supports multi-player coding competitions for evaluation.
- Allows multi-player competitions: CodinGame supports multi-player, live coding contests.
Cons:
- Theoretical aspects: Like the majority of standardized tests, it also has trouble capturing the expertise that an individual would have in a real-world software engineering context.
CodinGame is a gamified online evaluation tool that uses practical tasks to validate the candidates’ coding skills. At the outset of the recruitment process, the platform enables you to rank and screen individuals so you may exclude anyone who doesn’t meet your requirements.
The technology underlying CodinGame’s tech hiring platform is incredibly intricate and innovative, but it makes tech recruitment easy and uncomplicated. This is especially owing to the platform’s features, such as gamified coding exercises, its comparative score system, and code playback.
Take a Gamified Approach With CodinGame
CodinGame provides a variety of coding tasks presented as games. This makes it a cutting-edge platform that tests candidates’ problem-solving skills in an exciting yet challenging manner.
This platform has three pricing plans, including Starter, Team, and Enterprise. Starter costs €70 per month (€840 billed annually), Team costs €300 per month (€3,600 billed annually), and Enterprise is based on custom pricing.
5. HackerEarth — The Skill-Based Assessment Platform
Pros:
- Ease of use: HackerRank allows for a smooth learning curve and a fast onboarding process which makes setting up the hiring process quick and efficient. According to Jobvite, 40% of businesses make sure to speed up the hiring process to be flexible in their recruiting strategies, and HackerRank makes this possible.
- Anti-plagiarism: HackerRank has rigorous anti-plagiarism systems in place, such as preventing copying and pasting in coding assessments and preventing tab switching in a test setting.
- Assessment monitoring: Coding assessments are simple to conduct and monitor. If necessary, audio and video monitoring can also be activated. This is an excellent feature for reducing inaccuracies.
- AI features: HackerEarth provides technical evaluation features powered by cutting-edge AI.
Cons:
- Pricey for startups: The pricing is reasonable for mid-sized businesses but may be too expensive for a growing company.
HackerEarth is an online technical recruitment platform that allows you to automate the hiring process and select candidates that are best suited for your team. It enables you to develop precise skill-based tests that can help you efficiently screen candidates, saving you resources like time and money.
Using the results from the HackerEarth assessment, you may evaluate a candidate’s aptitude for programming abilities. The HackerEarth assessment serves as a useful tool to evaluate candidates prior to the next phase of interviews. This is because it generates a score based on factors including the applicant’s problem-solving capacity and agility.
Discover Top Talent With HackerEarth Hackathons
The hackathon component of HackerEarth allows employers to examine developers’ tech skills in a competitive setting. This can be particularly advantageous in spotting the best applicants from a large tech talent pool. CodeSprints, its online hackathons, allow hackers to demonstrate their technical skills to firms seeking digital talent by solving a few challenges in 24 hours.
HackerEarth provides a free trial period, with no credit card required. It provides three product plans, including Startups ($169 per month), Enterprises ($369 per month), and Custom (based on your needs). It also offers three assessment bundles, including Hire (starts at $360 per month), Grow (starts at $949 per month), and Build (fully customizable).
6. CoderByte — The Pre-Employment Coding Assessment Platform
Pros:
- Coding challenges: Unlike other platforms, Coderbyte supports a wider range of code types. You can utilize or develop custom programming challenges and unit tests for grading.
- Enterprise-grade: Coderbyte provides all of the standard enterprise capabilities, such as API access and SSO.
- Advanced reporting: Every assessment delivers a unique report for each candidate. This report contains both breakdown and overall scores, competence ratings, team scorecards, and custom annotations.
Cons:
- Limited assessment variations: Despite the fact that Coderbyte provides a wide range of coding challenges and assessments, there is limited variation. A broader range of assessment formats, like interactive coding exercises or project-based evaluations, might offer a more thorough assessment of candidates’ capabilities.
Coderbyte is a pre-employment assessment platform that supports companies in conducting coding exams for technical professions. You can either choose from ready-made assessments in the Coderbyte library or optimize preexisting internal tests. Challenges are used in the assessments to gauge a candidate’s proficiency in one or more technical fields. These assessments are undertaken by applicants asynchronously. They can be timed or untimed, recorded online, and graded automatically or manually.
You will receive detailed reports with solutions to code problems, as well as video recordings of the applicants completing the test.
Easy Hiring For Non-Technical Recruiters With CoderByte
This platform is appropriate for non-technical talent acquisition teams looking to hire back-end developers, front-end developers, data scientists, DevOps, and mobile engineers. Coderbyte’s coding tests are divided into categories that cover a broad spectrum of programming concepts and disciplines, making assessment a breeze.
Coderbyte offers two subscription pricing options, monthly and annual. Monthly costs $35, while annual costs $150 per year. There is also a 90-day one-time payment option for $79.
7. CoderPad — The Live Coding Interview Platform
Pros:
- Live collaboration: Their live tech interviews make it simpler for hiring managers to quickly analyze codes or work together with candidates.
- Quick filtering of candidates: When there are several prospects to choose from, you can perform a preliminary assessment round. This assists you in eliminating unqualified candidates based on prerequisites.
- Code playback: You can view a recording of the interview to help you make objective decisions when hiring.
Cons:
- Takes time to adapt: New users to the platform may need some time to understand the functionality and features.
Coderpad is an interview tool that allows candidates to develop programs that run. It is an extremely straightforward and user-friendly solution that gives users the impression that they are working in a real-time scenario.
From the CoderPad browser tab, you may initiate a video call with the candidate. Each interview is recorded in the environment so that you may examine the code written by the candidate.
Mirror a Real Coding Experience With Coderpad
CoderPad distinguishes itself by offering a real-time collaborative coding environment for technical interviews. If collaborating with potential candidates is something you value during your company’s employment process, this code assessment tool is worth giving a try.
Coderpad provides three pricing plans, which include Starter, Team and Enterprise. Starter costs $70 per month, Team costs $300 per month, and Enterprise is priced based on the organization’s specific needs.
Select The Best Automated Vetting Tools For Your Company
Your particular requirements and priorities will determine which automated vetting solution is best for your engineering teams. Each of these coding assessment tools has a special set of benefits and features that make it stand out. There is a tool that meets your needs, regardless of whether you value real-world projects, gamified challenges, in-person collaboration, or a vast collection of code tests.
With appropriate automated vetting technology at your disposal, you can streamline the hiring process, find top developer talent, and build a team of software developers that is robust and competent.
Remote Work Model: Is Remote Working Best For Your Business?
There’s no doubt that the traditional nine-to-five work week is slowly fading out. In its place, more and more businesses are adopting remote work models in which employees can work from anywhere in the world. Remote work will account for 25% of all professional positions in North America by the end of 2022, per Ladders report.
This begs the question, should you consider a remote work model for your business?
As a business, you should analyze your needs and objectives before jumping the bandwagon. Remember: not all departments and teams in your organization are fit for a remote work model. Further, transitioning from a traditional office setting to a remote work model can be a daunting task, as you can read in our remote work challenges guide.
In this article, we will cover key competencies that are necessary for a successful remote work model. Depending on the competencies your business currently possesses, it should be easy to determine whether it’s right to take the plunge or not. Strap in.
Main Remote Work Models
Remote work models can be a game-changer for a business running on the onsite work model. There are three popular remote work models that businesses can consider – full remote, hybrid remote, and distributed teams.
1. Full Remote
A full remote model is precisely what it implies; a model in which the entire workforce is based off-site. As per a study by Gallup, 16% of companies are fully remote globally.
In this model, employees work from home or any other location outside of the office. This is the most flexible type of arrangement as it offers employees the most freedom in regard to where and when they work from.
Businesses that have fully embraced this model include Buffer, Automattic, and InVision. The biggest advantage of a full remote work setup is that businesses can hire the best talent from anywhere in the world irrespective of geographical boundaries.
On the flip side, the lack of physical interaction among employees can sometimes lead to communication issues. A business can consider a full remote model if the roles and tasks aren’t time and location-specific, which is often the case with creative or knowledge-based jobs.
3. Hybrid Remote
Business is not a one size fits all, and the same goes for the remote work model. If a business is struggling to make the full remote model work for them, they can consider a hybrid approach which is a mix of onsite and off-site working.
In a hybrid remote model, some employees work remotely from home or any other location outside of the office while others operate from an office or co-working space on a regular basis. Hybrid remote work can also mean all employees are allowed to work in-office certain days of the week.
This type of arrangement can be beneficial for businesses as it allows them to have a mix of in-office and remote workers, giving them the best of both worlds.
A business can consider a hybrid remote model if the roles and tasks can be done either remotely or onsite. This setup is especially ideal if some roles are better suited for an onsite environment while others can be performed remotely. This model is best suited for businesses that are looking to transition from an onsite to a remote work setup.
The advantage of this model is that it offers the best of both worlds – the benefits of an onsite work environment, such as face-to-face interactions and the benefits of a remote work setup such as a larger talent pool to choose from.
The only challenge with this model is that it can be challenging to manage both onsite and off-site workers simultaneously.
Is My Business Model Appropriate For A Remote Workplace Setting?
With the rapidly changing work dynamics, employers and employees alike are rapidly adapting to a new way of working. For many businesses, this has meant instituting a remote work policy for the first time.
Consider your business model and whether or not a remote work model would be feasible. Here are a few remote work eligibility factors to consider when determining if your business is appropriate for a remote work model:
Stage One: It’s About Workforce, Roles, Business Model
Every business is different, and the decision to allow employees to work remotely should be made on a case-by-case basis. When evaluating whether or not your business is appropriate for a remote work model, it’s important to consider your workforce, the roles within your company, and your business model.
Not every business is suited for a remote workforce. If your business relies heavily on in-person interaction or if you have a large number of employees, a remote work policy might not be feasible.
Consider the roles within your company and whether or not they can be done remotely. For example, customer service representatives or sales people might not be able to do their jobs effectively if they’re not in the office.
Your business model should also be taken into consideration when determining if a remote work policy is right for you. If your business model relies on in-person interactions or foot traffic, a remote work policy might not be the most ideal.
Questions you should ask yourself include:
- Is your business limited to specific ZIP codes?
- Do you have time and location-specific roles?
- Do you want an opportunity to capitalize off of a wider pool of talent?
- Do you want to embrace inclusion and diversity by removing the geographic barrier?
Stage Two: Workplace Culture
A remote workplace setting is not for every business, but it can be a great way to promote inclusion and diversity by removing the geographic barrier. When evaluating whether or not your business is appropriate for a remote work model, it’s important to consider your workplace culture.
A remote workplace setting might not be right for you if you have a company culture that relies heavily on in-person interactions or if you want to maintain a strict 9-5 work schedule. Consider these questions:
- Is your company culture based on in-person interaction?
- Do you have strict office hours?
- Do you want to promote inclusion and diversity by removing the geographic barrier?
Keep in mind you can navigate the negative impact of a remote workplace on company culture by encouraging employees to interact virtually. This could mean creating opportunities for employees to bond outside of work and maintaining open communication channels.
Stage Three: Business Outcomes
The end goal of any business is to achieve specific outcomes, and a remote workplace setting can help or hinder that goal. When evaluating whether or not your business is appropriate for a remote work model, it’s important to consider the potential outcomes of instituting a remote work policy.
When evaluating whether or not your business is appropriate for a remote work model, it’s important to consider the potential impact on your business outcomes. You should weigh the potential outcomes of a remote work policy before instituting one.
Potential positive outcomes of a remote work model include:
- Increased autonomy: When you focus on clear and specific outcomes rather than people’s time and space, office interruptions become a story of the past, and employee productivity can hit its full potential. Remote work allows employers and employees to focus their energy on the bottom line.
- Financial gain: Global Workplace Analytics deduced that for every employee who works from home half of the time, a company could save approximately $11,000 per year. For every employee. By supporting remote workers, companies can save on overhead costs, real estate costs, transit subsidies and continuity of operations. Many companies are already taking the leap to remote operations around the clock based on significant savings in these areas.
- Employee satisfaction & recruitment: A study by Owl Labs found that 89% of remote workers would like to continue working remotely, even after the pandemic. 72% of remote workers would leave their current job if it became office-only. A separate study conducted by Gallup found that employees who work remotely at least some of the time are more engaged and feel more connected to their organization. Being able to offer flexible work options is a great way to attract and retain top talent.
- Increased retention: In the same Gallup study, it was found that employees who work remotely at least some of the time are more engaged and feel more connected to their organization. A separate study by Global Workplace Analytics showed that offering flexible work arrangements increased employee retention by as much as 87%.
Stage Four: Employee Wellbeing
A workforce is only as strong as its weakest link, and that link is often the well-being of the employees. You should consider the potential impact of a remote work model on employee well-being before adopting one.
There are a few key factors to consider when evaluating the impact of remote work on employee well being:
- Access to resources: When employees work remotely, they may not have access to the same resources as they would in an office setting. This can include things like mentorship, professional development opportunities, and social interactions. Businesses should consider how they will provide employees with access to these resources if they switch to a remote work model.
- Work-life balance: One of the benefits of remote work is the potential for a better work-life balance. However, this can also be a double-edged sword. If employees are not given clear expectations or boundaries, they may feel like they are always working. This can lead to burnout and decreased productivity.
Consider how they will manage employee work-life balance if they switch to a remote work model.
- Mental health: According to the World Health Organization, mental health is “a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.”
Mental health is an important part of employee well-being, and it can be affected by a number of factors, including work-life balance, access to resources, and social interactions. Businesses should consider how a remote work model might impact the mental health of their employees before instituting one.
How to Transition to Remote Work
Any form of change can be difficult, but if done correctly, it can be a smooth process. Here are a few remote work best practices to streamline the transition:
- Take a phased approach: Don’t try to transition your entire workforce to remote work overnight. Start with a small group of employees and gradually expand the program. This will give you time to work out any kinks in the system and make sure everyone is on board with the new model.
- Communicate the change: The first step is to communicate the change to your employees. Be clear about why you are making the switch to a remote work model and what benefits you’re targeting. Let your employees know what is expected of them and give them a timeline for the transition.
- Set up a remote work policy: Once you have communicated the change to your employees, you need to set up a remote work policy. This policy should include things like expectations, boundaries, procedures, and remote work software you’ll use. It is important to be clear and concise when creating your policy.
- Evaluate and adjust: After you have made the switch to a remote work model, it is important to evaluate and adjust as needed. Check in with your employees regularly to see how they are adapting to the new system. Make changes to your policy as needed.
- Consider a co-working space: If your employees are not used to working remotely, you may want to consider a co-working space. This can help them adjust to the new model and provide them with a place to go if they need a break from their home office.
Are You Ready For Remote Work?
Remote work is a growing trend in the business world. There are a number of benefits to a remote work model, including increased employee engagement and retention, improved work-life balance, and increased productivity.
However, there are also a few things to consider before transitioning to a remote work model, such as the impact on employee well-being, communication, and productivity. When transitioning to a remote work model, businesses should set clear expectations and provide employees with the resources they need to be successful.
