HackerRank
Hiring Maturity Assessment

Your Score

HRII 4.2

1 Ad Hoc

2 Managed

3 Integrated

4 Standardized

5 Optimized

YOUR LEVEL: AD HOC

At the Ad Hoc level, hiring has few to no dedicated people, processes, or technology to support hiring needs. Hiring is generally a manual, repetitive, and labor-intensive process, leaning on engineering managers and interviewers to define and execute the process independently. Processes are unstable and most hiring decisions are made based on subjective criteria.

YOUR LEVEL: MANAGED

At the managed level, basic standardizations across people, processes, and technology begin to take hold. The presence of technical recruiters simplifies sourcing, and the addition of technical hiring tools helps teams to access a wider swath of the tech talent pool. Candidate performance data is collected from across tools and interviews to inform decision-making, but decision-making is still largely subjective at late stages.

YOUR LEVEL: INTEGRATED

At the integrated level, increased use of technical hiring tools facilitates early candidate benchmarking. The stages of the hiring process become progressive (vs. managed), meaning that candidates are evaluated using multiple methodologies and/or technologies then overlaid until a full picture of their strengths and weaknesses can be developed. Integrated hiring allows interviewers to share an abstract to align on the expectations of candidate skills and conduct subjective and coordinated evaluations. There is no global standard for role mapped to skills across the entire organization.

YOUR LEVEL: Standardized

At the standardized level, widespread use of hiring technology enables the organization to define a set of necessary skills for each role. Expected skills and means of evaluation are uniform across the organization, and all interviewers are trained to conduct structured interviews to ensure decisions are made objectively. Technical advisory councils made up of seasoned interviewers help to guide the evaluation standards and processes best suited to the organization, based on their understanding of the existing process and the requirements of the engineering org. Talent science experts (I/O Psychologists) are employed to develop a methodology that is compliant, fair and non-discriminatory.

YOUR LEVEL: OPTIMIZED

At the optimized level, hiring is a key function used strategically to drive business vision and innovation. Technical hiring tools actively guide interviewers to evaluate against a predefined skill rubric using specified criteria. A wealth of data based on candidate interview performance—combined with developer lifecycle data, and developer talent pool insights—allows the organization to create an end-to-end feedback loop that continually informs hiring best practices through insights into what skills are required from the outset. Using that collection of data in each step of the hiring process to accurately predict candidate fit as early as the first stage of the process. Measuring candidate performance alongside lifecycle data (e.g. performance on the job after hire) creates a system of data-driven checks and balances that continually refine hiring practices.

LEVEL PROGRESSION: AD HOC > MANAGED

The Ad Hoc process can generally be used to describe early-stage companies that rely on department heads to manage the recruitment process. They have not developed a hiring process yet and may not have a talent acquisition function within their organization. Hiring managers do their own recruiting and hiring and the process they use could be vastly different than that of other hiring managers in the organization, which will ultimately lead to fairness being called into question.

Once companies start to hit critical mass and ramp up their hiring efforts, they will start to adopt more centralized processes (standardized job descriptions, development of interview panels, begin using applicant tracking software).

LEVEL PROGRESSION: MANAGED > INTEGRATED

To move from managed to integrated companies will start to adopt more technical tools to manage the hiring process, assessments will start to be used with more frequency, and documentation becomes more important. Hiring teams start to converge at this stage and hiring decisions will have more information to back them up.

LEVEL PROGRESSION: INTEGRATED > Standardized

Once your hiring processes are standardized companies will really start to scale. Interviews are more structured and more information about candidates is being collected and shared with the hiring committee to make more informed decisions. This step in the process also allows companies to be compliant with national, local laws, and regulations while weeding out known or unknown biases.

LEVEL PROGRESSION: STANDARDIZED > OPTIMIZED

From standardized to optimized, at this stage, companies will start to rely on automation to help them scale their hiring process. Relying on technology and benchmarking, once a data-driven approach is adopted and integrated into the process, companies can be even more confident that the hiring decisions they make are more likely to yield positive results.

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