Background
Today’s engineering leaders are accountable for building large teams that continually raise the bar. However, as an org grows with hiring managers, directors, and more unique roles, maintaining a high bar can be challenging.
Teams often become littered with mis-leveled hires, where the hiring levels are not tied well to career ladders and there’s a lack of consistency in experience and skill.
The Situation
A newly hired VP of Engineering at a series B startup backed by Craft Ventures was tasked with hiring a large number of senior engineers while increasing department benchmarks. The VP had just come from a company that struggled with chronic mis-leveling and knew the impact it could have on their department as well as their own job.
The Solution
The VP of Engineering reached out to Woven to prevent mis-hires and get a consistent signal on seniority. Unlike traditional code quizzes, Woven puts engineering candidates through scenarios that emulate real world work.
We ask candidates to complete Code Review, Systems Design, and Architecture/Debugging scenarios to see who can actually perform in a role. Then we score them using real engineers and a detailed rubric.
