Btw, check Anton Osika's (CEO, Lovable) response of this exact method when Harry Stebbings (20VC) asked, — “What do you look for during candidate evaluations?”
His key takeaway: "If I could just watch someone with a video camera HOW they worked…"
That is a good predictor to understand how they'll perform at the job.
We even thoroughly researched ~60 skill assessment tools out there, and one common complaint engineering leaders have is — the quality and depth of questions/coding tests/etc. they ask is below average, never really identifies someone's true technical skills
Other tools and methods test problem-solving skills in isolation. Utkrusht tests how engineers/developers operate under real conditions -- latency constraints, database locks, distributed system failures, live traffic considerations
When a candidate deploys a database change or optimizes an API in your actual environment, you see their judgment, their trade-off thinking, and whether they can explain why they chose that approach, not just write code that works in a vacuum
We also surveyed/interviewed engg leaders at several companies (including FAANG) to understand the depth needed in assessments and interviews
This further guarantees you're setting up yourself to get strong quality candidates in your team
We've the lowest candidate drop-off rates in the industry, especially for senior roles, <12%
Few reasons for this - no artificial constraints of browser work or installing anything extra, they use AI tools available to them on their desktop + they get to keep a copy of the code they wrote after the assessment!
Plus, since our Tasks are carefully designed to be simple 30-45mins, candidates LOVE taking it. 70% of candidates take our Tasks during office hours (not on weekends or after office)
Our platform is developed only after we've personally experienced tech hiring pain points ourselves, being a part of ~500 interviews
So it's not some random AI tool we built in 2 weeks, instead we've built a massive infrastructure to conduct assessments of actual job simulations, not AI-video interviews
We intentionally made this for tech hiring, typically engineering and developer based roles, and not hiring for all functions
Our assessment tasks are specially built for — small and mid-sized businesses (SMEs), software development companies, growth-stage startups, or tech recruitment agencies where screening/shortlisting of candidates is highly critical
Unlike some of the other players, we're not a big brand with huge funding and big resources, so if that's your main criteria you should not choose our product
But if your main criteria is — strongest evaluation of technical skills, never doing “guesswork” hiring, always have high degree of confidence (~95%) that the candidates you’ll interview will be the best fit for your position and requirements — then our product is right for you
We're a lean team who obsess daily, have done rigorous research and simulations in our models to get the exact hiring outcomes you want