Hire Developers by Role, Any Stack
Role-specific technical screening for 25+ engineering roles. Live coding, AI-proof integrity detection, and an end-to-end hiring pipeline — all in one platform.
Screen candidates for every engineering role
Role-specific assessments, live coding, and integrity detection — calibrated for each stack.
Hire React Developers
Real JSX/hooks assessments with live component execution.
Hire Python Developers
Django, FastAPI, and data-stack Python with live execution.
Hire Full-Stack Developers
Frontend + backend + DB in one multi-file assessment.
Hire Node.js Developers
Express, NestJS, Fastify with real runtime execution.
Hire JavaScript Developers
Modern ES across browser and Node runtimes.
Hire TypeScript Developers
Live TS compiler with generics and type-design questions.
Hire Frontend Developers
HTML/CSS/JS with live browser render preview.
Hire Backend Developers
API design and systems thinking across 30+ languages.
Hire Java Developers
Modern Java 21 with Spring Boot live execution.
Hire Go Developers
Goroutines, channels, and idiomatic Go with race detector.
Hire Data Engineers
Real SQL on seeded data plus pipeline design questions.
Hire Data Scientists
Live Python notebook with pandas, numpy, sklearn.
Hire DevOps Engineers
Terraform, K8s, and CI/CD scenarios in-sandbox.
Hire QA Engineers
Playwright + Cypress real E2E execution.
Hire Mobile Developers
iOS, Android, and cross-platform mobile hiring.
Hire iOS Developers
Swift, SwiftUI, and Apple platform APIs with live compiler.
Hire Android Developers
Kotlin and Jetpack Compose with real compiler.
Hire React Native Developers
Cross-platform RN with live component execution.
Hire Ruby on Rails Developers
Full Rails app with ActiveRecord and Hotwire.
Hire Rust Developers
Real rustc with ownership, lifetime, and async questions.
Hire .NET Developers
Modern C# 12 with ASP.NET Core and EF Core.
Hire ML Engineers
PyTorch training plus deployment and MLOps scenarios.
Hire Security Engineers
Vulnerable-code review and CTF-style exploit tasks.
Hire Site Reliability Engineers
Incident response, PromQL, and SLO math scenarios.
Hire Software Engineers
Language-agnostic hiring across 30+ runtimes.
Hire Vue Developers
Vue's reactivity quirks and Composition API patterns reward developers who think in dependency graphs, not just templates.
Hire Angular Developers
Angular's opinionated architecture rewards developers who internalize DI, RxJS, and change detection — not just framework syntax.
Hire Next.js Developers
App Router introduced a brand-new mental model — render boundaries, caching layers, and server actions trip up developers who only know Pages Router.
Hire Svelte Developers
Svelte 5's runes upend the reactive-statement world — strong candidates explain WHY runes exist, not just how to use them.
Hire PHP Developers
Modern PHP is nothing like the PHP from 2010 — strong candidates demonstrate typed code, DI, and PSR practices.
Hire Laravel Developers
Laravel's expressiveness hides complexity — strong candidates explain N+1 fixes, queue strategies, and when to skip Eloquent.
Hire Django Developers
Django's batteries-included approach makes it easy to ship slow code — strong candidates instinctively reach for select_related and prefetch_related.
Hire Flask Developers
Flask's micro-framework freedom is a double-edged sword — strong candidates show convention discipline, not just clever tricks.
Hire Spring Boot Developers
Spring Boot makes microservices easy to start and hard to scale right — strong candidates know when convention wins and when to override.
Hire Kotlin Developers
Kotlin's coroutine model is a different beast from Java threads — strong candidates explain structured concurrency intuitively.
Hire Scala Developers
Scala lives across two paradigms — strong candidates explain when to reach for FP and when imperative code is honestly clearer.
Hire C++ Developers
C++ rewards mechanical sympathy — strong candidates reason about cache lines, ownership, and undefined behavior, not just syntax.
Hire Embedded Systems Engineers
Embedded work happens where software meets physics — strong candidates think in interrupts, memory layouts, and real-time deadlines.
Hire Game Developers
Games are real-time, deterministic, and frame-budgeted — strong candidates think in 16ms, not async/await.
Hire Unity Developers
Unity's flexibility hides traps — strong candidates know when to use ECS, where the GC bites, and how to profile a frame.
Hire Unreal Engine Developers
Unreal demands fluency in both C++ and Blueprints — strong candidates pick the right tool per system, not by habit.
Hire WordPress Developers
WordPress hires range from theme tweakers to engineers shipping headless CMSes — the right test separates the two clearly.
Hire Salesforce Developers
Salesforce limits force tradeoffs invisible elsewhere — strong candidates think in governor limits and bulk patterns from the start.
Hire Shopify Developers
Shopify hiring ranges from theme work to full Hydrogen storefronts — testing both Liquid and React tells you what you're really hiring.
Hire Webflow Developers
Webflow rewards designers who think in design systems and developers who respect the no-code constraint — strong candidates do both.
Hire Blockchain Developers
Smart contracts are public, immutable, and adversarial — strong candidates think about reentrancy and gas before features.
Hire Solidity Developers
Solidity bugs cost millions, not minutes — strong candidates write tests before code and think like auditors.
Hire GraphQL Developers
GraphQL makes APIs flexible and dangerous — strong candidates design schemas that can't be weaponized into N+1s.
Hire Firebase Developers
Firebase is fast to ship and easy to misuse — strong candidates write security rules first and structure data for queries, not normalization.
Hire Flutter Developers
Flutter's everything-is-a-widget model is powerful and easy to abuse — strong candidates separate UI from state cleanly.
Hire MLOps Engineers
MLOps lives between data science and SRE — strong candidates speak both languages and own the path from notebook to prod.
Hire AI Engineers
AI engineering is mostly engineering — strong candidates ship reliable systems on top of probabilistic models, not just prompts.
Hire NLP Engineers
Strong NLP candidates evaluate models with the same rigor they train them — eval design separates the field from the followers.
Hire Computer Vision Engineers
CV crosses from math to firmware — strong candidates pick the right model for the camera, latency, and cost they're given.
Hire Prompt Engineers
Prompt engineering is empirical — strong candidates ship eval suites, not gut-feel prompt updates.
Hire Data Analysts
Data analysts are paid for insight, not queries — strong candidates explain the business decision their query unlocks.
Hire Business Intelligence Analysts
BI analysts own the truth layer — strong candidates design metrics that survive a year of company change.
Hire Analytics Engineers
Analytics engineering is software engineering for data — strong candidates demand tests, version control, and PR review.
Hire Database Administrators
DBAs prevent disasters that look invisible until 3am — strong candidates show calm under hypothetical incidents.
Hire Cloud Data Engineers
Cloud data engineers own the bill as well as the pipeline — strong candidates know which tradeoff makes the warehouse cheaper.
Hire Product Managers
Product managers are evaluated by what they decide NOT to build — strong candidates show prioritization frameworks they actually use.
Hire Technical Product Managers
Technical PMs translate engineering reality into product calls — strong candidates can defend a tradeoff to senior engineers.
Hire Growth Product Managers
Growth PMs ship hundreds of experiments a year — strong candidates instinctively size impact before they design.
Hire Product Designers
Product designers are full-stack: research, IA, IxD, visual, motion — strong candidates demonstrate range, not just dribbble polish.
Hire UX Designers
UX designers earn trust by reducing complexity — strong candidates show real before/after work, not just polished case studies.
Hire UI Designers
UI design is taste compounded by system thinking — strong candidates ship beauty AND a maintainable token model.
Hire UX Researchers
Researchers are paid to be wrong honestly — strong candidates show how they changed product direction with evidence.
Hire Design Engineers
Design engineers live at the seam where design intent meets shipped code — strong candidates can both design and ship a component.
Hire Product Design Leads
Design leads scale taste through other people — strong candidates show critique transcripts, not just personal portfolios.
Hire Design System Engineers
Design system engineers ship for hundreds of internal consumers — strong candidates think in API stability, not just visual polish.
Hire Growth Marketers
Growth marketers ship dozens of experiments a year — strong candidates instinctively size before they execute.
Hire Performance Marketers
Performance marketers spend real money daily — strong candidates think in LTV:CAC, not vanity ROAS.
Hire SEO Specialists
SEO is half technical, half editorial — strong candidates show wins on both axes, not just rankings reports.
Hire Content Marketers
Content marketers earn trust at scale — strong candidates ship work readers actually finish.
Hire Email Marketers
Email marketing rewards systems thinking — strong candidates design programs, not just campaigns.
Hire Social Media Managers
Social rewards taste, speed, and judgment — strong candidates write the post and the playbook.
Hire Brand Managers
Brand managers protect long-term meaning while shipping short-term campaigns — strong candidates show both.
Hire Product Marketing Managers
PMMs translate product reality into market language — strong candidates show messaging that survived first contact with sales.
Hire PPC Specialists
PPC rewards account hygiene + creative judgment — strong candidates ship structured tests, not panicked tweaks.
Hire Demand Generation Managers
Demand gen owns pipeline math, not lead counts — strong candidates speak the language of CRO and CFO.
Hire Lifecycle Marketing Managers
Lifecycle ships at the intersection of product and marketing — strong candidates think in user states, not channels.
Hire Marketing Managers
Marketing managers turn strategy into execution — strong candidates show wins at the team level, not just personal output.
Hire Sales Development Representatives
SDRs win on volume, accuracy, and tone — strong candidates show coachable curiosity, not just persistence.
Hire Business Development Representatives
BDRs power the top of the funnel — strong candidates write outreach a customer would actually reply to.
Hire Account Executives
AEs are paid to close, not to demo — strong candidates qualify out faster than they qualify in.
Hire Enterprise Account Executives
Enterprise AEs run year-long deals — strong candidates show methodical multi-threading and clean forecasts.
Hire Account Managers
Account managers retain and expand — strong candidates show net revenue retention, not just renewals.
Hire Sales Engineers
Sales engineers translate product into customer architecture — strong candidates win technical wins without overpromising.
Hire Solutions Engineers
Solutions engineers bridge sales, product, and customer engineering — strong candidates earn trust on all three sides.
Hire Sales Operations Managers
Sales ops keep the revenue engine humming — strong candidates show forecasts that actually hold across quarters.
Hire Sales Managers
Sales managers scale themselves through their team — strong candidates show coaching wins, not personal closes.
Hire Revenue Operations Managers
RevOps unifies sales, marketing, and CS data — strong candidates ship dashboards leadership actually trusts.
Hire Customer Success Managers
CSMs are paid for outcomes, not activity — strong candidates show net revenue retention, not ticket counts.
Hire Customer Support Specialists
Support is the highest-volume customer touchpoint — strong candidates earn 5-stars while moving fast.
Hire Technical Support Engineers
Tech support engineers debug real systems for real customers — strong candidates show calm under hypothetical incidents.
Hire Customer Onboarding Specialists
Onboarding specialists own first-30-day outcomes — strong candidates show TTV improvements with evidence.
Hire Customer Experience Managers
CX managers turn data into product change — strong candidates show shipped improvements driven by VoC.
Hire Implementation Consultants
Implementation consultants own go-live success — strong candidates show on-time launches across messy customer environments.
Hire Project Managers
Project managers ship — strong candidates show on-time delivery despite the chaos baked into every project.
Hire Program Managers
Program managers run org-wide initiatives — strong candidates show outcomes across functions, not output across tickets.
Hire Scrum Masters
Scrum masters serve the team without owning the work — strong candidates coach without micromanaging.
Hire Business Analysts
Business analysts write the spec the build team trusts — strong candidates eliminate ambiguity, not document around it.
Hire Operations Managers
Operations managers ship reliability — strong candidates show systems that work without their hands on the wheel.
Hire Supply Chain Analysts
Supply chain runs on math AND relationships — strong candidates show wins on both axes.
Hire IT Operations Managers
IT ops keeps the company running — strong candidates show uptime AND saved spend, not just tickets closed.
Hire Agile Coaches
Agile coaches change behavior, not artifacts — strong candidates show team metrics that moved after their work.
Hire Financial Analysts
Financial analysts translate ledger reality into decisions — strong candidates show models execs actually used.
Hire Accountants
Accountants own the truth ledger — strong candidates close clean and on time, every cycle.
Hire Controllers
Controllers run the close engine — strong candidates show shorter cycles AND cleaner audits.
Hire FP&A Analysts
FP&A analysts model the future — strong candidates show forecasts that held up against actuals.
Hire HR Business Partners
HRBPs are paid to be both empathetic and structural — strong candidates can coach a manager AND redesign a team.
Hire Talent Acquisition Specialists
TA specialists win on speed and judgment — strong candidates show pipelines that converted, not just sourced.
Hire Technical Recruiters
Technical recruiters earn engineering trust by sounding technical — strong candidates can talk shop without faking it.
Hire People Operations Managers
People ops keep the org running — strong candidates show systems that handle scale and edge cases.
Hire Compensation Analysts
Comp analysts work where math meets fairness — strong candidates show models that survive regulatory and employee scrutiny.
Hire Paralegals
Paralegals scale lawyers — strong candidates show clean drafts and sharp issue-spotting on hypothetical matters.
Hire Technical Writers
Technical writers reduce reader confusion — strong candidates ship docs that cut support tickets in half.
Hire Copywriters
Copywriters write words that move readers — strong candidates ship copy that lifts conversion AND brand.
Hire Content Strategists
Content strategists own the editorial system — strong candidates show frameworks that scaled across many writers.
Hire Video Editors
Video editors compress story without losing meaning — strong candidates show before/after edits, not just reels.
Hire Graphic Designers
Graphic designers ship taste under deadline — strong candidates show production volume AND polish.
Hire Engineering Managers
Engineering managers scale through other engineers — strong candidates show team outcomes, not personal heroics.
Hire VPs of Engineering
VPs of engineering scale humans + systems — strong candidates show retention, throughput, and culture wins together.
Hire Chief Technology Officers
CTOs make multi-year bets — strong candidates show decisions that aged well across different markets.
Hire Heads of Product
Heads of product translate strategy into shipping — strong candidates show outcomes their teams owned end-to-end.
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