Instead of going through grueling screening processes, Canditech wants you to be able to do a real simulation of your future work day, and help HR figure out if you really are the right candidates for the job.
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Despite the shortage of professional high-tech workers, many workers fall into the long processes – not because of their skills, but because of their resumes. An Israeli startup called Canditech wants to turn everything we knew about the process, and claims that it can also help juniors and populations with under-representation in high-tech – be accepted into the largest companies.
Instead of an escape room for developers, get a real simulation
Canditech have built a system for creating simulation tests that simulate the true professional environment of certain roles in the organization like development, data, and even sales and HR. Candidates can thus not get a shattered homework assignment, but get a light taste of what awaits them in the potential role for which they are differentiating. Managers and recruiters on the other hand can receive the tests that are automatically tested, as well as receive reports detailing the candidates’ performance. They can choose simulations that are appropriate for their workplace from a database or create them themselves. Ultimately, Candiditech should allow executives and recruiters to select the candidates they want to advance with based on their skills, and not necessarily based on resumes. if the
According to Candiditech, by using their system it is possible to shorten the recruitment process by 50% and the number of interviews by 80%. In a conversation with Guy Barel and Nir Dovrat, one of the company’s founders, the two emphasize that they are not interested in replacing the entire personal interview process: ‘Our simulations do not come at the expense of the personal attitude, but on the contrary; They are integrated into the existing selection process as a tool that puts the candidate at the center instead of his resume. In most organizations that work with us, the process does not start right on the test but begins with a short conversation with the candidate, where managers can take the time to really get to know the candidates and tell them about the experience and role – instead of trying to understand code code or marketing optimization.
20% of the admissions candidates were filtered early
Photo: Candiditech
According to them, there is a response of almost 100% on the part of the candidates to pass the test. “The reason for this is that candidates feel it is a much more accurate way to assess their professional potential, compared to a dry resume or outdated and lengthy home tests.” The two add that according to the analyzes they performed, 20% of the candidates who are finally accepted for the position are candidates who would not have been eligible to start a standard selection process – just because of threshold requirements and resumes that dictate the initial selection stage. ‘This is especially true for juniors, who fail to screw up in positions because of biased rules of thumb like’ three years of experience ‘or’ just university graduates’. One of the most beautiful feedbacks we received in this regard was from a data manager at one of the largest gaming companies in the world. He shared that in the past he would only start a process with candidates who have 3 years of experience in SQL. “Today, every candidate who says he knows SQL gets a test – and that’s how the company gets to recruit many juniors who would not have started the process at all in the past,” they say.
Candiditech did not invent the wheel, and there are quite a few other companies like Codility, Coderbyte, and Hackerrank that assist in the selection processes for development positions, but Barel and Dovert claim that the vast majority focus on assessing the candidate’s code writing ability. “Many of our clients have worked with similar systems but have switched to our platform because it provides many tools besides code – such as video, Excel, email writing and more, that allow candidates to be evaluated for any position and organization, not just development departments.” In addition, they claim that the other systems offer “puzzle” tests with puzzles that are not really related to its future role. The two are not afraid to say for a moment that they are trying to promote the recruitment world to one that will be devoid of resumes, and will rely solely on your skills.
Candiditech was founded in 2019 by Guy Barel (CEO), Nir Dovrat (CTO and Business Development), and Canaan Braz. Today (Thursday) she announces a $ 9 million Seed round, led by StageOne Ventures and a slightly less common player in Seed rounds, Insight Partners which usually goes into investments at later stages.
A good old age
Born with a joystick in hand. He has far too many gadgets and far too little free time to play with them all. An unexplained hammer holder for calibrating device batteries. When he’s not busy writing about technology, he likes to talk about it, and a lot
