Karat builds world-class hiring processes starting with the technical interview. Explore our blog to learn more about insights, tips and tricks.
Interview and innovate in the Interviewing Cloud
Learn how Karat’s Interviewing Cloud helps unlock valuable, productive time for your team.
Compass partnered with Karat to accelerate their technical hiring, regain productivity, and hit a consistent global hiring bar
Hippo Insurance partnered with Karat to add technical assessment bandwidth and improve the predictiveness of its process for hiring high-caliber software engineers — while tripling the size of their software engineering team.
Technical Recruiting: The Good, the Bad, and the Ugly
Shannon Hogue, Head of Solutions Engineering at Karat, shares data and insights from over 70,000 technical interviews that explore technical recruiting best practices, worst practices, and downright ugly practices across the industry. Tips for how to make tech recruiting more predictive, fair, and enjoyable at every stage.
How to build world-class tech recruiting operations
Tech recruiting operations leaders from Datadog and Pinterest share their best practices for creating structured, reliable processes for hiring software engineers.
The 2020 Interview Gap Report
Software engineering talent drives business growth. This report reveals what successful companies are doing to hire the right engineering talent in a changing economy.
Stella Connect is a customer feedback and quality management platform built specifically for customer service teams. Companies use Stella Connect to drive agent engagement and to measure and improve their service performance.
Ethos Life built a streamlined and highly predictive interviewing and hiring process across Austin, Singapore, and San Francisco. All while boosting morale and shipping product.
Virtual CTO Summit: Better technical interviews
Shannon Hogue shares Karat’s tips for making better technical interviews that are predictive, fair, and enjoyable at the 2020 Virtual CTO Summit.
Flatiron Health needed to hire 100 software engineers in one year but was constrained by the number of existing team members available to conduct interviews.