Karat blog

We created Brilliant Black Minds in 2020 with a clear purpose: to address the disparities in access to resources, mentorship, and interview preparation that limit career opportunities for Black software engineers. Our Interview Access Gap Report revealed the critical need for dedicated support to help Black engineers strengthen their technical interviewing skills, build confidence, and […]

SEATTLE, WA —  Karat, the definitive partner for measuring and elevating technical talent, today announced the acquisition of Byteboard, a skills-based technical assessment solution. This acquisition is Karat’s third over the last two years and accelerates the company’s efforts to build next-generation solutions for organizations that are prioritizing the quality of every new hire in […]

Recent advancements in generative AI (GenAI) have made it possible for AI to perform some of the same tasks that software engineers do. Many believe that AI will decrease the need for software engineers as a result. Karat’s 2024 Tech Hiring Trends surveyed software engineering leaders and found the opposite is happening — engineers are […]

The technical hiring process for software engineers is notoriously long, with multiple stages, people, and tools used to manage it all. While this can lead to inefficiencies and a frustrating process for everyone involved, Karat’s 2024 Tech Hiring Trends report found that software engineering leaders are centralizing their hiring processes in response to a changing […]

Tech hiring over the last two years has been plagued with mass layoffs and uncertainty. It looks like things are turning around though, as sentiment around technical hiring is rebounding in 2024.  Karat’s Tech Hiring Trends report surveys software engineering leaders to uncover how hiring is changing each year and the practices of the most […]

When companies are rapidly growing, they prioritize hiring speed and volume, but it’s often at the expense of candidate quality and the candidate experience. Atlassian found itself in this situation when it needed to quickly grow its engineering teams. As a global company that cares about providing a positive, fair experience to every candidate and […]

While Atlassian already had a standardized hiring process, it was going through a large growth phase and needed to rapidly grow the core engineering teams, which were made up of back-end, front-end, and full-stack engineers. To achieve this, they focused on hiring efficiency and volume.  “[W]hile efficiency is a really key priority, often that can […]

AvidXchange’s interview process was too long and inconsistent, causing them to lose candidates. Without any standards for interview questions, interviewers asked different questions and the Talent Acquisition team didn’t know what interviewers were asking candidates. Additionally, every interview involved two technical engineers. Since AvidXchange was aiming to hire 80 to 100 engineers a year, interviewing […]

India has become a leader in great engineering talent, causing more companies to flock there and open Global Capability Centers (GCCs). As a result, the market for software engineers there is now highly competitive for all types of organizations, including corporations, startups, companies with an established presence in India, and those that are entering India […]