Interviewstreet introduction

Interviewstreet

© 2013 Interviewstreet

Background
• Interviewstreet was created to make hiring
software developers more efficient
– Founded in 2010 by Vivek & Hari
– Over 100 active customers (eg: Amazon,
Facebook, Zynga, Microsoft, etc.)
– More than 35,000 candidates screened in 2013 by
Interviewstreet
– Backed by Y Combinator and Vinod Khosla


The Problem

A resume can’t tell you if someone
can code.


Scenarios

How do our different customers
make use of our platform?


Scenario #1: Screening tool
Step #1: A recruiter talks to a candidate and passes the profile to
the engineer

Step #2: The engineer conducts a phone interview

Step #3: Within the first few minutes, the engineer knows
whether the candidate is good or not. However he/she has to
spend at least 30-45 minutes on the phone

This affects productivity of the team & the company. How can we
fix this?


Interviewstreet
• Helps screen programmers through automated
coding challenges (saves interviewing time)
• ROI: 40-50 developer hours saved for every hire
made.
• Instantly available reports to identify the best
candidates
• Ability to create custom programming challenges to
benchmark against your bar


Case Study: Cleartrip
• Customer: Cleartrip.com
• Before: Engineers and recruiters were conducting phone interviews with
30% of their candidates taking at least 30 minutes on each call
• After: With Interviewstreet, Cleartrip.com saves over 40 hours for every
hire made by making them clear a coding challenge first

50 resumes 50 resumes

10-20 phone 30-40 tests using
interviews interviewstreet

3-5 shortlisted 3-5 shortlisted
for on-site for on-site

1 hire 1 hire


Scenario #2: University recruiting
Step #1: Visit the university

Step #2: Conduct a presentation followed by a coding challenge or a
test

Step #3: Spend 1-2 days in interviews and make an offer to the
candidate.

This process is inherently non-scalable and demands 3-4 employees
work days for just one campus. And you can never reach the
smartest person in that remotely located campus. How do we fix
this?


Interviewstreet
• Companies conduct an online test/coding challenge
before visiting the campus. They already know the
best candidates

• Increase outreach by conducting online contests to
campuses you might never visit. Eg: conduct an
online coding challenge to 100 campuses and bring
the top-10 on-site. Saves time, increases awareness
and you always end up hiring the best


Case Study: Flipkart
• Customer: Flipkart.com
• Before: Engineers and recruiters were spending 200 business days per year
visiting schools and evaluating candidates.
• After: With Interviewstreet, Flipkart.com spends only 130 days per year to
run same process. A savings of 70 business days per year.

150 candidates take a 2 150 candidates take an online
hour written exam Interviewstreet exam
6 hours to Instant Results
evaluate
10%-15% 10%-15%
shortlisted shortlisted

3 Offers 3 Offers


Scenario #3: Increase the pipeline
Million dollar questions

1. How do we get more candidates interested in my company?
2. How to spread awareness about our company?
3. How do we get engineers in the world know about the
interesting problems we’re working on?

We’ve answers for all of them and we don’t even charge a million
dollars ;)


Interviewstreet
#1: Careers pages
Companies use our platform to put up interesting real-world & algorithmic challenges
on their careers page.
[1] Quora: quora.com/challenges (Machine learning problems related to Quora)
[2] Facebook: facebook.interviewstreet.com
[3] Box: box.interviewstreet.com

Intrigues candidates who just want to try out these interesting problems

#2: Coding contests
Companies conduct coding contests (eg:
codeninja.interviewstreet.com, adobe.interviewstreet.com) that attracts thousands of
developers to participate and know about the company and interesting problems
you’re working on


Scenario #4: Candidate has a bad day
“Our greatest glory is not in never failing, but in rising up every
time we fail.” ― Ralph Waldo Emerson

There are bad days for everyone. And it’s terrible if it happens to be on the day
of the interview. Wouldn’t you want to give the candidate another chance to rise?
The smartest guy I knew in college couldn’t clear the first technical round
because… he just had a bad day.

But you wouldn’t want to lose that candidate. How can we fix?


Interviewstreet
• Companies give candidates who fail in the phone
interview or resume test a coding challenge to see
their performance
• Our customers have hired tons of full-timers &
interns whom they’d have otherwise left out
• Identifies the diamonds in the rough


Press
http://www.forbes.com/sites/nicoleperlroth/2
011/08/25/yc-combinator-start-ups-guess-
which-will-be-worth-a-billion/

http://techcrunch.com/2012/02/23/interview-
street-codesprints/

http://www.bbc.co.uk/news/business-
15814537


Thank you dear customers. We value you the most


Customers are like royal guests to our house and we’ll do
everything to make them successful and happy!

Contact us:

E-mail: team@interviewstreet.com
Phone: 512.800.3815
Founder’s e-mail: vivek@interviewstreet.com & hari@interviewstreet.com


Interviewstreet introduction

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