Does communication matter in technical interviews? We looked at over 100K interviews to find out.

The platform has hosted and collected feedback from over 100K technical interviews, split between mock interviews and real ones. It’s generally accepted that to pass a technical interview, you have to not only come up with a solution to the problem (or at least make good headway), but you also have to do a good job of articulating your thoughts, explaining to your interviewer what you’re doing as you’re doing it, and coherently discussing tradeoffs and concepts like time and space complexity. But how important is communication in technical interviews, really? We looked at the data, and it turns out that talk is cheap. Read on to find out how and why.

We analyzed 100K technical interviews to see where the best performers work. Here are the results.

At, we’ve hosted over 100K technical interviews, split between mock interviews and real ones. As it happens, we know where our users currently work – they tell us that when they sign up. Given that we have this data AND given that we know how well people do in their interviews, we thought it would be interesting to see which companies’ engineers are especially good at technical interviews. Our resulting top ten lists are in this post!

Announcing our Pay Later Program: Don’t pay for mock interviews until you get a job

Practice now, pay when you land a job

In the wake of COVID, I made a public promise to launch a program where engineers could defer paying for practice until they found a job. Today, we’re making good on that promise by launching our Pay Later Program! With this program, you get instant credits to spend on interview practice and then pay us once you’ve found a job. And if you get a job through our job board, then you don’t have to pay anything…

We’ve raised our Series A!

I’m really excited to announce that we raised a $10M Series A, led by the fine people at M13. This round of funding is a long time coming. I don’t know what the average company age is when successfully raising an A, but it took us 6 years to get here. It was a long and windy path, and for a little while, we almost died (more on that below), but we’re still here, and we’re so grateful and excited to finally have the resources to do what we’ve always wanted to do: fix hiring, for real. What does “fixing hiring” mean? We believe that the only way to really effect change, is to make …

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Hamtips, or why I still run the Technical Phone Screen as the Hiring Manager

“Hamtips” stands for “Hiring Manager Technical Phone Screen.” This combines two calls: the Technical Phone Screen (TPS), which is a coding exercise that usually happens before the onsite, and the HMS call, which is a call with the Hiring Manager. By combining these two steps you shorten the intro-to-offer by ~1 week and reduce candidate dropoff by 5-10%. It’s also a lot less work for recruiters playing scheduling battleship. Finally, Hiring Managers will, on average, be better at selling working at the company – it’s kind of their job.

How to write (actually) good job descriptions

The audience paradox

When you start writing a job description, the first question you should ask yourself is, Am I trying to attract the right people, or am I trying to keep the wrong people out? Then, once you answer it, write for that audience deliberately, because it’s really hard to write for both…

The 3 things that diversity hiring initiatives get wrong

I’ve been hiring engineers in some capacity for the past decade. Five years ago I founded, a technical recruiting marketplace that provides engineers with anonymous mock interviews and then fast-tracks top performers—regardless of who they are or how they look on paper—at top companies. We’ve hosted close to 100K technical interviews on our platform and have helped thousands of engineers find jobs. For the last year or so, we’ve also been running a Fellowship program specifically for engineers from underrepresented backgrounds. That’s all to say that even though I have developed some strong opinions about “diversity hiring” initiatives, my opinions are based not on anecdotes but on cold, hard data. And the data points …

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