About Woven

When Wes was stuck on vetting engineering candidates, he read all the industrial organizational literature he could find. Then he asked old grizzled engineering managers for practical advice. That's when it clicked.

The data pointed to a first principle: define a success criteria rubric, and then design samples of work that will be part of the job to see if candidates meet the criteria.

Wes tried technical assessments, but they didn't evaluate core engineering abilities like systems thinking and debugging. It felt like he was trying to pick professional golfers by asking them to play putt-putt. Also, most of the experienced engineers were turned off by a college level coding challenge.

Take-home assignments, on the other hand, proved useful. They were also time-intensive for candidates to complete and for Wes's team to evaluate. Plus, scoring was inconsistent across the engineers who graded responses.

Woven was built to address these technical interview challenges. We designed a  test to evaluate the “jagged” strengths and weaknesses of engineering talent with efficiency and predictive accuracy. Growth software teams use the Woven assessment as their secret superpower to run inclusive hiring that outperforms the old tech recruiting playbook.

At Woven, we've made it our mission to relieve engineering managers of the burden that Wes felt. Woven technical assessments cut through noise to give you a clear signal on the thing that every engineering manager is searching for: good problem-solvers.