Karat blog

Last year the world shrunk. Not just in terms of being confined to our apartments, but also with regard to accessing a global talent pipeline of remote software engineers. One silver-lining of 2020 was that it became easier for engineering leaders in tight talent markets to say goodbye to geographic hiring constraints and hello to […]

To say that 2020 changed the world would be the understatement of the century. The COVID-19 pandemic changed lives, businesses, countries, and economies at a scale never before seen in our lifetimes. Some tech companies flourished in the suddenly-digital world, while others paused to feel out the uncertainty, which had a profound impact on developer […]

The shift to remote work is going to be one of the most significant and lasting transformations of the next several decades. While some companies are walking back their commitments to flexibility, others like Twitter, Slack, and Affirm are keeping options open. People who work from home are more productive, take fewer sick days, and […]

Karat announced today that Werner Koepf has joined Karat as SVP of Engineering. Werner will lead Karat’s rapidly-growing engineering organization as the company increases investments in its products and Interview Engineering platform. Werner joined Senior Interview Engineer, Tyler Henderson, for a video Q&A as part of his onboarding. Watch the two discuss Werner’s background as […]

At Karat our mission is to make every interview predictive, fair, and enjoyable. As a company, we spend a lot of time talking about how to make interviews more predictive. We also spend a lot of time sharing how we’re making hiring more fair and inclusive. But what makes a candidate experience “enjoyable”? We have […]

Here at Karat, we’re wrapping up the end of the fall interviewing season which is the busiest time of year for companies hiring early career talent. As we reflect on what we learned this year, we’re are especially reminded of the dangers of pedigree bias, resume screens, and limiting early career hiring to a select […]

It’s not uncommon for us to start working with a new client and discover that onsite-to-offer ratios are in the 5:1, 10:1, or even 15:1 range. For engineering teams, high onsite-to-offer ratios represent a massive tax. Having a 10:1 ratio means that for every new hire, you’re conducting 10 onsite interview loops, each with somewhere […]

Hypergrowth is a buzzy term these days. We’ll spare you the financial definition of “hypergrowth” and focus on what it means for engineering organizations. For most engineering orgs, hypergrowth hiring means they are growing their team by more than 50% per year, which is a tipping point in terms of interviewing capacity. This is obviously an […]