In today's candidate-driven market hiring quality engineers is hard. Without the right process, it can take more sourced candidates, more interviews, and more offers to fill open positions on your DevOps team. However, with the right tools, you can create a standardized hiring system that will save time and ensure your efforts are focused on qualified candidates.

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Scaling Your DevOps Team:
Best Practices for Hiring Tech Talent
www.hackerrank.com

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VP of Customer Success
HackerRank
Gaurav Verma
Director of Marketing
HackerRank
Laura Guntren

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● Miss those who are
self-taught
● Technical skills can
be over (or under)
stated
* Source: 2018 Developer Skills Report, research.hackerrank.com
Resumes don’t tell the whole story

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3 out of 4 tech recruiters
& hiring managers
have hired great
candidates who didn’t
look good on paper
* Source: 2018 Technical Recruiting Report, www.research.hackerrank.com

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Which core competencies do employers look for?

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Anatomy of a Technical Interview▌
Correctness
Ability to get a naive solution
Optimality
Ability to optimize a solution for
more difficult constraints
Correctness
Ability to solve the challenge
Code Structure
Is the code one giant file or
modularized well?
Debugging
Ability to find the bug in a large
codebase
Test-Driven Development
Is there good test-case coverage?
Correctness
Create a simple architecture with
unlimited resources
Optimize for Scale
How will the design change for 1M
users vs 100K users?
Knowledge of Technology
What tools will you use for queuing
systems, databases, etc?
Problem Solving Real World Challenge System Design
Pair Programming
Ability to work
together
Code Readability
Can others read the
code?
Is it well-documented?
Language Proficiency
Are you fluent in the
language of your choice?
Depth of Questions
from Candidate
Indicates general
intelligence
Common
Attributes

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Assessment framework
Developer - Level 1
(typically 0-2 years of work experience)
Developer - Level 2
(typically 2-5 years of work experience)
Developer - Level 3
(typically 5-8 years of work experience)
Type of
Challenge
Problem Solving ● Problem solving
● Building a real-world
app/project
● Problem solving
● Understanding code
base
● Building/fixing a
real-world app
Duration of
Challenge
60-75 minutes 120 minutes + 1+ day
Positioning Recruiter phone call and/or
a customized email that
explains the process. The
volume is higher here
Recruiter phone call to
explain the process
followed by discussing this
in the interview using
Codepair
Recruiter/hiring manager
phone call to explain the
process followed by a
harder variation of this
challenge used in the
interview.

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Assessment rubric
Role Skills Experience Level Questions
DevOps
Engineer
● Problem Solving
● Automation
● Code Testing
● Networking
● System Administration
● CI/CD
● Debugging
● Language Proficiency
DevOps Engineer ● Algorithm
● Data Structure
● Linux
Senior DevOps
Engineer
● System Design
● Scripting / Parsing
● Networking
Principal DevOps
Engineer
● MCQ
● File Upload
● System Design
● Scripting / Parsing
● Code Review/Debug

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DevOps Assessments
in Action█

10. Conclusion
Role-Based Assessments Deliver Better Hiring Outcomes
Move Beyond Resumes:
Skills Assessment
Improve the Candidate Experience:
Give them a challenge with the right context
and make it as real-world as possible
Move Beyond Language Proficiency:
Assess all the skills needed for the role
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2
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11. Thank you▌
Questions?
Visit us at www.HackerRank.com
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