Our service equips your team with pragmatic and effective coding evaluations that accurately measure a candidate’s skill in backend. With tools like CoderPad Screen at your disposal, you have the ability to create backend coding evaluations in just a few minutes, even without a background in technology.

Our tests have been structured to include fundamental principles, algorithms, and beyond. These tests, painstakingly designed by our experienced industry professionals, guarantee that they reflect practical scenarios and are successful in gauging candidates’ competencies.

For hiring managers looking for a more personalized approach, we also offer the possibility of tailoring the test by adding their own coding challenges.

• Recommended duration: 38-92 minutes
• Average number of questions: 27
• Type of exercises: Multiple choice, coding exercises, coding game, free text
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Backend Sample Questions

Example Question 1: Simple data processing

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the method compute_closest_to_zero(ts) which takes an array of temperatures ts and returns the temperature closest to 0.

Constraints

• If the array is empty, the method should return 0
• 0 <= size_of_ts <= 10000
• If two temperatures are equally close to zero, the positive temperature must be returned. For example, if the input is -5 and 5, then 5 must be returned.

Example Question 2: Handling exceptions in Spring

Please look at the code snippet below. How does @ExceptionHandler work?

Options:

1. If an exception of class A is thrown, runCode() is executed
2. If there is an exception thrown in controller A, runCode() is executed
3. If runCode() throws an exception, class A handles it
4. runCode is allowed to throw exceptions of class A, but if it throws any other exception, compilation will fail

Example Question 3: Basic Django syntax

Select all the valid Django commands:

Options:

python manage.py migration

python manage.py runserver

python manage.py makemigrations app1

python manage.py database

python manage.py shell

Example Question 4: PHP analysis

Implement the function findLargest(array $numbers) so it returns the largest number from the $numbers integer array.

Note: the array always contains at least one number.

<?php /*Starter code*/?>
<?php
function findLargest(array $numbers) {
     //Your code goes here
}
?>

Test code:

echo findLargest(array(7, 17, 13, 19, 5)); //19

Preview a sample coding test report

Explore Code Playback

Gain a deeper insight into the thought process and coding abilities of your developer candidates. 

• Observe their algorithm-building skills and evaluate their approach and coding instincts.
• Make a mental note of areas that you would like to explore further in subsequent discussions. 
• Be vigilant in identifying any questionable or concerning behavior

How to test Backend skills to hire for your team?

Relying solely on resumes may not accurately represent a backend developer’s skills, and self-reported skills can be unreliable.

Here are five ways to assess backend developers’ coding skills:

• Review their programmer portfolio, which showcases backend projects they have worked on and their proficiency in the language.
• Examine their GitHub account to assess their backend code quality, activity, and involvement in backend-related projects.
• Inquire about their use of Stack Overflow to gauge their knowledge level and participation in the backend development community.
• Use programming tests tailored for backend developers, allowing them to solve practical backend problems and assessing their coding skills objectively.
• Conduct live coding interviews specific to backend, where candidates can demonstrate their coding skills, problem-solving abilities, and knowledge of backend concepts.

To dig deeper > 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some recruiters may have concerns about testing candidates too early in the hiring process, as they fear it might offend or deter them. However, this doesn’t have to be the case. It is crucial to handle this situation appropriately to ensure candidates understand the purpose, feel their time is valued, and recognize their importance.

Follow these guidelines to incorporate early testing while ensuring a positive candidate experience:

1. Job Ad: Clearly communicate that testing is the first step in your hiring process within your job advertisement. By setting this expectation upfront, you eliminate the risk of candidates feeling singled out for testing. Additionally, provide information about the time commitment required so that candidates can plan accordingly.
2. Emphasize Fair Hiring and Diversity: Highlight how the testing process enables fair hiring practices and promotes diversity within your organization. Make it known that your focus is on assessing skills rather than judging candidates based on irrelevant factors. Convey that you are open to considering a diverse pool of candidates, including those without prestigious degrees or individuals starting their coding careers.
3. Concise Assessment: Keep the assessment as brief as possible, respecting candidates’ time. Select an appropriate length for the test, including only the skills that are truly essential for the position. Ideally, aim for a test that can be completed within an hour or less. If you can design an even shorter test that fulfills your requirements, it’s even better
4. Relevance: Concentrate solely on the skills that are directly applicable to the role. Avoid the temptation to create a laundry list of nice-to-have skills that are unnecessary for the actual job. Demonstrating a pragmatic approach by focusing on skills that have a practical impact on day-to-day tasks is appreciated by developers.
5. Share Results: Provide candidates with their test results to ensure a more fulfilling experience. If you utilize a tool like CoderPad Screen, which automatically generates a brief report and sends it to candidates, you enhance their experience. Candidates who underperform will understand the reasons they weren’t selected for the next stage, and receiving results also serve as an additional incentive for completing the test.

We provide your organization with realistic and useful C coding tests that accurately assess candidates’ C abilities. Even if you don’t have a technical background, you can build C code exams in under a minute using tools like CoderPad Screen.

We have created our tests to precisely cover important ideas like object-oriented programming, data structures, algorithms, and more. Our industry specialists have carefully selected them to ensure their applicability to real-world situations and their efficacy in evaluating candidates’ talents.

There is an ability to modify the tests and add their own coding activities for hiring managers who wish to go further.

• Recommended duration: 20-60 min
• Average number of questions: 20
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

C sample questions

Example question 1

What is the purpose of the #include directive in C, and how is it used?

Example question 2

In this exercise, you have to analyze records of temperature to find the closer to zero.

Sample temperatures. Here, -1.7 is the closer to 0.

Implement the function closest_to_zero to return the temperature closer to zero which belongs to the array ts. The parameter size corresponds to the size of ts.

Constraints:

• If ts is empty, return 0 (zero).
• If two numbers are as close to zero, consider the positive integer as the closer to zero (eg. if ts contains -5 and 5, return 5).

Input:

• Temperatures are always expressed with floating point numbers ranging from -273 to 5526.

Preview a sample coding test report

Explore Code Playback

Obtain a deeper understanding of the problem solving thought process of your developer applicants.

• Witness their proficiency in building algorithms and evaluate their approach to solving problems with them.
• Jot down feedback from different segments of the interview to discuss in subsequent interview rounds.
• Pay attention to detect and prevent any distasteful actions.

How to test C Skills to hire for your team?

Relying only on resumes may not accurately paint a broad picture of a C developer’s skills and abilities, and self-reported skills may be untrustworthy.

Here are five ways to assess C developers’ coding skills:

• Review their resume. This may give you further information about their level of language competency and the kind of C projects they have worked on.
• To assess their C code quality, projects, and participation in C-related projects, look through their GitHub account.
• Inquire about their use of Stack Overflow or other C communities in their regular work to ascertain their level of skill and involvement in the C development community.
• Help C developers assess and improve their coding skills by using concrete, C-focused programming assignments.
• Conduct live coding interviews with a C emphasis where applicants may show their coding prowess, problem-solving capabilities, and understanding of C fundamentals.

To dig deeper > 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

One worry raised by recruiters about giving coding tests to candidates early in the interviewing process is that it can scare applicants and deter job applications. The candidates will be able to comprehend the goal and feel at comfortable, though, if the situation is handled properly, such as by clearly defining the interview procedure and why it is vital.

You can follow these recommendations to make sure that candidates have a good experience during early testing:

1. Job Ad: Make certain that the advertisement details each requirement and expectation related to the hiring process. In this way, the applicant won’t feel singled out and can get ready for the interview. Additionally, it is a good idea to explain in advance the time restrictions associated with technical interviews.

2. Highlight Equal Opportunities and Diversity: Emphasize your organization’s stand on providing equal opportunities and promoting diversity through the testing process. It should be clear that the main goal of the testing is to properly assess the candidate skills irrespective of background.

3. Concise evaluation: Focus on the abilities needed for the position and keep the evaluation succinct to prioritize quality over quantity. This will prevent any time wastage and guarantee that the applicants can complete the task without incident. The ideal test should be one that can be finished in an hour or less while still meeting all requirements.

4. Relevance: Eliminate redundancies by ensuring the tests concentrate solely on the skills that are directly applicable to the role. Demonstrating a pragmatic approach by focusing on skills that have a practical impact on day-to-day tasks is appreciated by developers.
5. Results and feedback: After each round of testing, give applicants feedback on how they performed. You may improve candidates’ experiences by using a product like CoderPad Screen, which automatically creates a concise report and sends it to them. Candidates who do poorly will be able to understand why they were passed over for the following round in this way.

Our service provides your team with realistic and practical coding assessments that precisely gauge a candidate’s proficiency in C++. Utilizing tools such as CoderPad Screen, you gain the capacity to craft C++ coding assessments in mere minutes, regardless of your technical knowledge.

We have designed our tests to encompass essential principles, algorithms, and more. Our seasoned industry professionals meticulously design these tests, ensuring they mirror real-world scenarios and are effective in assessing candidates’ skills.

For those hiring managers who want to go further, we also offer the option to customize the test by including their own coding challenges.

• Recommended duration: 30-80 minutes
• Average number of questions: 18
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

C++ Sample Questions

Example Question 1

How do you add a comment in C++?

Example Question 2

The aim of this exercise is to check the presence of a number in an array.

Specifications:

• The items are integers arranged in ascending order.
• The array can contain up to 1 million items.
• The array is never NULL.

Implement the method bool Answer::exists(int ints[], int size, int k) so that it returns true if k belongs to ints, otherwise the method should return false.

size contains the size of ints.

Important note: Try to save CPU cycles if possible.

Example:

int ints[] = {-9, 14, 37, 102};

Answer::exists(ints, 4, 102) returns true.

Answer::exists(ints, 4, 36) returns false.

Example Question 3

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the function int compute_closest_to_zero(vector<int> ts) which takes an array of temperatures ts and returns the temperature closest to 0.

Constraints:

• If the array is empty, the function should return 0.
• 0 ≤ ts size ≤ 10000
• If two temperatures are equally close to zero, the positive temperature must be returned. For example, if the input is -5 and 5, then 5 must be returned.

Preview a sample coding test report

Explore Code Playback

Attain a deeper comprehension of your developer candidates’ problem-solving approaches and coding abilities. 

• Observe their proficiency in creating algorithms and evaluate their strategies and intrinsic coding intuition.
• Make a mental note of areas you want to explore further in future discussions.
• Stay vigilant in identifying any suspicious or potentially concerning behaviors.

How to test C++ skills to hire for your team?

Reliance solely on resumes might not deliver a thorough understanding of a C++ developer’s capabilities, and self-stated skills can sometimes be inaccurate. 

Here are five approaches to gauge the coding proficiency of C++ developers:

1. Examine their coding portfolio. This offers an insight into the C++ projects they’ve worked on and their expertise in the language.
2. Analyze their GitHub account to assess the quality of their C++ code, their activeness, and their involvement in C++-related projects.
3. Investigate their engagement on Stack Overflow. This might provide an understanding of their knowledge depth and activity within the C++ development community.
4. Implement coding tests tailored specifically for C++ developers. This allows them to tackle real-world C++ problems, providing a more objective assessment of their coding capabilities.
5. Conduct live coding interviews focused on C++. In such an environment, candidates can demonstrate their coding expertise, problem-solving acumen, and comprehension of C++ principles.

To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring managers might feel uneasy about introducing tests early in the recruitment process, fearing that it may discourage or estrange candidates. However, this doesn’t have to be the case. Properly managing this situation ensures that candidates understand the purpose, recognize the value of their time, and feel appreciated.

Follow these guidelines to integrate preliminary testing while fostering a positive candidate experience:

1. Job Advertisement: Clearly mention in your job ad that testing is the first stage of your recruitment process. By communicating this expectation upfront, candidates won’t feel singled out for testing. Also, specify the time commitment required so candidates can plan accordingly.
2. Emphasize Equal Opportunities and Diversity: Highlight how the testing process supports fair hiring practices and encourages diversity within your organization. State your priority is to evaluate skills, not pre-judge candidates based on irrelevant factors. Make clear that you are open to considering a broad spectrum of candidates, including those without prestigious academic backgrounds or individuals just starting their coding careers.
3. Efficient Assessment: Strive to keep the assessment as brief as possible, respecting candidates’ time. Opt for a suitable test duration, focusing only on skills that are genuinely essential for the job. Ideally, aim for a test that can be completed in an hour or less. A shorter test that still meets your needs is even better.
4. Relevance: Concentrate solely on the skills that are directly relevant to the role. Resist the temptation to list a myriad of desirable skills that aren’t necessary for the job at hand. Demonstrating a practical approach by focusing on skills that significantly impact daily tasks is appreciated by developers.
5. Share Results: Give candidates their test results to ensure a more satisfying experience. If you use a tool like CoderPad Screen, which auto-generates a brief report and sends it to candidates, it enhances their experience. Candidates who don’t do well will understand why they weren’t selected for the next stage, and receiving results can also serve as an added incentive for completing the test.

We offer your team data science coding tests that are both realistic and practical, providing an accurate evaluation of candidates’ data science skills. With tools like CoderPad Screen, you can create data science coding tests in just one minute, even if you don’t have a technical background.

Our tests are specifically designed to encompass crucial concepts such as object-oriented programming, data structures, algorithms, and more. They are carefully curated by our industry experts, ensuring their relevance to real-world scenarios and their effectiveness in assessing candidates’ abilities.

For hiring managers who want to delve deeper, there is an option to customize the tests and include their own coding exercises.

• Recommended duration: 30-77 min
• Average number of questions: 24
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Data science sample questions

Example question 1: Basic data science comprehension

Which of the following matrices will leave an image unchanged after a convolution operation

Example question 2: Fix the algorithm

The cosine similarity and euclidean distance functions are incorrect. Please fix the body of the two functions cosine() and euclidean():

# Use print(var) or cat("Messages...") to debug your solution.

# Helper functions
norm <- function(x) sqrt(sum(x^2))
dot <- function(x, y) sum(x*y)


cosine <- function(vector1, vector2) {
    # Fix me
    norm(vector1) * norm(vector2) / dot(vector1, vector2)

}

euclidean <- function(vector1, vector2) {
    # Fix me
    sqrt(norm(vector1 - vector2))

}

Preview a sample coding test report

Explore Code Playback

Obtain a deeper understanding of the problem solving thought process of your developer applicants.

• Witness their proficiency in building algorithms and evaluate their approach to solving problems with them.
• Jot down feedback from different segments of the interview to discuss in subsequent interview rounds.
• Pay attention to detect and prevent any distasteful actions.

How to test data science skills to hire for your team?

Relying only on resumes may not accurately paint a broad picture of a data science developer’s skills and abilities, and self-reported skills may be untrustworthy.

Here are five ways to assess JavaScript developers’ coding skills:

• Review their work portfolio. This gives you a deeper insight into the types of data science projects they have worked on and their level of proficiency in the language.
• Explore their GitHub account to evaluate their Python and R code quality, projects, and involvement in data science-related projects.
• Ask about their use of Stack Overflow or data science communities in their day-to-day development to understand their knowledge level and participation in the data science development community.
• Employ the use of practical Python and R focused programming exercises for Python and R developers to allow them assess and improve their coding skills respectively.
• Conduct live coding interviews focused on Python and R where candidates can demonstrate their coding skills, problem-solving abilities, and knowledge of Python and R concepts respectively.

To dig deeper > 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some concerns recruiters share about conducting coding tests on candidates early on in the interview process is that it can scare potential candidates and discourage applications. However, proper management of the situation such as clear outlining of the interview process and why it is important will enable the candidates understand the purpose and feel at ease.

Here are some guidelines for you to ensure a positive candidate experience during early testing:

1. Job Ad: Ensure that the advertisement contains every step and expectation involved in the hiring process. By doing so, the candidate does not feel singled out and can prepare properly for the interview. It is also advisable to communicate time constraints involved in technical interviews beforehand.

2. Highlight Equal Opportunities and Diversity: Emphasize your organization’s stand on providing equal opportunities and promoting diversity through the testing process. It should be clear that the main goal of the testing is to properly assess the candidate skills irrespective of background.

3. Concise Assessment: Choose quality over quantity by keeping the assessment brief and focused on the skills required for the job. This is to eliminate any time wasting and ensure the candidates can attempt the exercise hitch-free. Ideally, aim for a test that can be completed within an hour or less without compromising any requirements.

4. Relevance: Eliminate redundancies by ensuring the tests oncentrate solely on the skills that are directly applicable to the role. Demonstrating a pragmatic approach by focusing on skills that have a practical impact on day-to-day tasks is appreciated by developers.
5. Feedback and Results: At the end of testing rounds, provide candidates with feedback on their performance. Using a tool like CoderPad Screen, which automatically generates a brief report and sends it to candidates, you can enhance their experience. This way, candidates who underperform will understand the reasons they weren’t selected for the next stage.

We provide your team with realistic and practical coding tests that accurately evaluate candidates’ Frontend skills. Using solutions like CoderPad Screen, you’ll be able to create Frontend coding tests in 60 seconds even if you’re not techy.

Our tests are designed to cover essential concepts, object-oriented programming, data structures, algorithms, and more. These tests are crafted by our industry experts, ensuring their alignment with real-world scenarios and their effectiveness in assessing candidates’ abilities.

Hiring managers who would like to go further can even customize the test and add their own coding exercises. 

• Recommended duration: 32-80 min
• Average number of questions: 43
• Type of exercises: Multiple choice, coding exercises, free text questions
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Frontend Sample Questions

Example Question 1: Creating a component in Vue.js

Your task is to create a simple Vue.js component named Label rendered as a <div> which takes a test value and a foreground color as input.

For example:

<Label value='Hello world' color='red' />

Should be rendered as:

<div style="color: red;">Hello World!</div>

Sample code:

// Vue.js 3.x code below
import { createApp } from 'vue'

const app = createApp({
  // Modify the template if you want to change the preview
  // It will not be evaluated as part of the assessment
  template: `<Label value='Solution' color='blue' />`
})

app.component('Label', {
  template: `<div>Solution here</div>`
})

// Do not change
export default app

Example Question 2: React code analysis

From the following code snippet, what will be the color of Hello World on the line 11 after the Change Color button is pressed?

Options

1. Green
2. This code will throw an error
3. Default color dependant on browser
4. Red

Example Question 3: Basic data processing

In this exercise, you have to analyze records of temperature to find the closest to zero.

Sample temperatures. Here, -1.7 is the closest to 0.

Implement the function closestToZero to return the temperature closer to zero which belongs to the array ts.

Constraints:

• If ts is empty, return 0 (zero).
• If two numbers are as close to zero, consider the positive number as the closest to zero (eg. if ts contains -5 and 5, return 5).

Input:

• Temperatures are always expressed with floating point numbers ranging from -273 to 5526.
• ts is always a valid array and is never null.

Preview a sample coding test report

Explore Code Playback

Gain a deeper insight into the thought process and coding abilities of your developer candidates. 

• Observe their algorithm-building skills and evaluate their approach and coding instincts. 
• Make a mental note of areas that you would like to explore further in subsequent discussions. 
• Be vigilant in identifying any questionable or concerning behavior

How to test Frontend skills to hire for your team?

Relying solely on resumes may not accurately represent a Frontend developer’s skills, and self-reported skills can be unreliable.

Here are five ways to assess Frontend developers’ coding skills:

• Review their programmer portfolio, which showcases Frontend projects they have worked on and their proficiency in the language.
• Examine their GitHub account to assess their Frontend code quality, activity, and involvement in Frontend-related projects.
• Inquire about their use of Stack Overflow to gauge their knowledge level and participation in the Frontend development community.
• Use programming tests tailored for Frontend developers, allowing them to solve practical Frontend problems and assessing their coding skills objectively.
• Conduct live coding interviews specific to Frontend, where candidates can demonstrate their coding skills, problem-solving abilities, and knowledge of Frontend concepts.

To dig deeper > 5 ways to test developers’ skills before hiring

How to test frontend skills to hire for your team?

Relying solely on resumes may not accurately represent a frontend developer’s skills, and self-reported skills can be unreliable.

Here are five ways to assess frontend developers’ coding skills:

• Review their programmer portfolio, which showcases frontend projects they have worked on and their proficiency in various languages and frameworks.
• Examine their GitHub account to assess their frontend code quality, activity, and involvement in frontend-related projects.
• Inquire about their use of Stack Overflow to gauge their knowledge level and participation in the frontend development community.
• Use programming tests tailored for frontend developers, allowing them to solve practical frontend problems and assessing their coding skills objectively.
• Conduct live coding interviews specific to frontend development, where candidates can demonstrate their coding skills, problem-solving abilities, and knowledge of frontend concepts.

To dig deeper > 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring managers might feel uneasy about introducing tests early in the recruitment process, fearing that it may discourage or estrange candidates. However, this doesn’t have to be the case. Properly managing this situation ensures that candidates understand the purpose, recognize the value of their time, and feel appreciated.

Follow these guidelines to integrate preliminary testing while fostering a positive candidate experience:

1. Job Advertisement: Clearly mention in your job ad that testing is the first stage of your recruitment process. By communicating this expectation upfront, candidates won’t feel singled out for testing. Also, specify the time commitment required so candidates can plan accordingly.
2. Emphasize Equal Opportunities and Diversity: Highlight how the testing process supports fair hiring practices and encourages diversity within your organization. State your priority is to evaluate skills, not pre-judge candidates based on irrelevant factors. Make clear that you are open to considering a broad spectrum of candidates, including those without prestigious academic backgrounds or individuals just starting their coding careers.
3. Efficient Assessment: Strive to keep the assessment as brief as possible, respecting candidates’ time. Opt for a suitable test duration, focusing only on skills that are genuinely essential for the job. Ideally, aim for a test that can be completed in an hour or less. A shorter test that still meets your needs is even better.
4. Relevance: Concentrate solely on the skills that are directly relevant to the role. Resist the temptation to list a myriad of desirable skills that aren’t necessary for the job at hand. Demonstrating a practical approach by focusing on skills that significantly impact daily tasks is appreciated by developers.
5. Share Results: Give candidates their test results to ensure a more satisfying experience. If you use a tool like CoderPad Screen, which auto-generates a brief report and sends it to candidates, it enhances their experience. Candidates who don’t do well will understand why they weren’t selected for the next stage, and receiving results can also serve as an added incentive for completing the test.

Our service equips your team with pragmatic and authentic coding examinations that accurately measure the full stack competencies of candidates. By leveraging tools such as CoderPad Screen, you’ll have the capability to construct full stack coding examinations in just minutes, even without a technical background.

We’ve engineered our tests to encapsulate crucial principles, front-end and backend design methodologies, algorithms, and more. Our industry professionals meticulously devise these tests, guaranteeing they reflect practical scenarios and are successful in gauging candidates’ capabilities.

For hiring managers who wish to delve deeper, there’s also the option to personalize the test by incorporating their own coding challenges.

• Recommended duration: 38-101 minutes
• Average number of questions: 41
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Full stack sample questions

Example Question 1: Basic data processing

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the method compute_closest_to_zero(ts) which takes an array of temperatures ts and returns the temperature closest to 0.

Constraints

• If the array is empty, the method should return 0
• 0 <= size_of_ts <= 10000
• If two temperatures are equally close to zero, the positive temperature must be returned. For example, if the input is -5 and 5, then 5 must be returned.

Example Question 2: Create a VUE.js component

Your task is to create a simple Vue.js component named Label rendered as a <div> which takes a text value and a foreground color as input.

For example:

<Label value='Hello world' color='red' />

Should be rendered as:

<div style="color: red;">Hello World!</div>

Sample starter code:

// Vue.js 3.x code below
import { createApp } from 'vue'

const app = createApp({
  template: `<Label value='Solution' color='blue' />`
})

app.component('Label', {
  template: `<div>Solution here</div>`
})

// Do not change
export default app

Example Question 3: React code analysis

From the following code snippet, what will be the color of Hello World on the line 11 after the Change Color button is pressed?

Options

1. Green
2. This code will throw an error
3. Default color dependant on browser
4. Red

Example Question 4: Basic Django syntax

Let’s imagine the file file.txt exists and contains at least 100 bytes.

We execute the following python code : file_content = open("file.txt", "rb").read()

Which propositions are correct ?

• The type of the variable file_content is bytes.
• The type of the variable file_content is string.
• The type of the variable file_content is _io.TextIOWrapper
• The expression int(file_content[99]) never throws exception, and will result in an integer between 0 and 255.
• The expression file_content.decode() never throws exception, and will result in a string.

Example Question 5: JavaScript code analysis

What is true regarding the following code?

function getList() {
  return functionThatReturnsAPromise()
}

async function main() {
  const list = await getList()
  // ...
}

main()

Options:

1. It will fail to execute as the async keyword is missing from the declaration of the getList() function
2. The code will execute but the await function call will never return as the promises are not properly chained
3. This code will execute as expected
4. It will fail to execute as the async keyword is incorrectly used on the main function

Preview a sample coding test report

Explore Code Playback

Achieve a more profound understanding of your developer candidates’ thinking patterns and coding capabilities. 

• Monitor their aptitude in constructing algorithms and assess their strategies and innate coding sensibilities.
• Mentally note aspects you’re interested in delving deeper into during future conversations.
• Maintain alertness in pinpointing any dubious or potentially worrisome actions.

How to test full stack skills to hire for your team?

Depending purely on resumes may not provide a comprehensive picture of a full stack developer’s capabilities, and self-proclaimed skills may sometimes be inconsistent. 

Here are five strategies to evaluate full stack developers’ coding proficiency:

1. Peruse their programming portfolio. This provides a glimpse of the full stack projects they have contributed to, as well as their competence in the language.
2. Review their GitHub account to evaluate the quality of their full stack application code, their activity levels, and their participation in full stack-related initiatives.
3. Probe into their utilization of Stack Overflow. This could provide insights into their level of knowledge and engagement within the full stack development community.
4. Employ programming assessments designed specifically for full stack developers. This enables them to address real-world full stack issues, thereby facilitating an objective evaluation of their coding abilities.
5. Carry out live coding interviews targeted at full stack. In this setting, candidates have the opportunity to exhibit their coding skills, problem-solving prowess, and understanding of frontend and backend principles.

To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring personnel may feel apprehensive about incorporating tests early in the recruitment process, as they worry this might dishearten or alienate candidates. However, it needn’t be so. It’s imperative to manage this scenario effectively to ensure candidates grasp the intent, appreciate the value of their time, and perceive their significance.

Adhere to these instructions to integrate preliminary testing while maintaining a positive candidate experience:

1. Job Ad: Explicitly indicate in your job ad that testing forms the initial phase of your hiring process. By establishing this prospect in advance, you prevent candidates from feeling they are being selectively singled out for testing. Additionally, detail the time dedication required so candidates can prepare accordingly.
2. Stress Equal Opportunities and Diversity: Underscore how the testing procedure promotes unbiased hiring practices and cultivates diversity within your company. Declare that your priority lies in evaluating skills, not prejudging candidates based on unrelated factors. Express that you are receptive to considering a varied range of candidates, including those without elite academic qualifications or individuals newly stepping into their coding careers.
3. Succinct Assessment: Aim to keep the assessment as condensed as possible, honoring candidates’ time. Choose a suitable duration for the test, including only the skills that are genuinely crucial for the job. Ideally, target a test that can be accomplished within an hour or less. If you can formulate an even briefer test that meets your necessities, that’s preferable.
4. Relevance: Focus exclusively on the skills that directly pertain to the role. Resist the urge to compile an exhaustive list of desirable skills that aren’t needed for the actual job. Showcasing a practical approach by concentrating on skills that significantly affect routine tasks is valued by developers.
5. Divulge Results: Present candidates with their test results to ensure a more gratifying experience. If you use a tool like CoderPad Screen, which auto-generates a concise report and dispatches it to candidates, you boost their experience. Candidates who don’t perform well will comprehend why they weren’t chosen for the next phase, and the receipt of results also acts as an extra motivation for completing the test.

We provide your team with realistic and practical coding tests that accurately evaluate candidates’ Kotlin skills. Using solutions like CoderPad Screen, you’ll be able to create Kotlin coding tests in 60 seconds even if you’re not techy.

Our tests are designed to cover essential concepts, object-oriented programming, data structures, algorithms, and more. These tests are crafted by our industry experts, ensuring their alignment with real-world scenarios and their effectiveness in assessing candidates’ abilities.
Hiring managers who would like to go further can even customize the test and add their own coding exercises. 

• Recommended duration: 17-45 min
• Average number of questions: 
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Kotlin Sample Questions

Example Question 1

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the function compute_closest_to_zero(ts: Array<Int>) which takes an array of temperatures ts and returns the temperature closest to 0.

Preview a sample coding test report

Explore Code Playback

Gain a deeper insight into the thought process and coding abilities of your developer candidates. 

• Observe their algorithm-building skills and evaluate their approach and coding instincts. 
• Make a mental note of areas that you would like to explore further in subsequent discussions. 
• Be vigilant in identifying any questionable or concerning behavior

How to test Kotlin skills to hire for your team?

Relying solely on resumes may not accurately represent a Kotlin developer’s skills, and self-reported skills can be unreliable.

Here are five ways to assess Kotlin developers’ coding skills:

• Review their programmer portfolio, which showcases Kotlin projects they have worked on and their proficiency in the language.
• Examine their GitHub account to assess their Kotlin code quality, activity, and involvement in Kotlin-related projects.
• Inquire about their use of Stack Overflow to gauge their knowledge level and participation in the Kotlin development community.
• Use programming tests tailored for Kotlin developers, allowing them to solve practical Kotlin problems and assessing their coding skills objectively.
• Conduct live coding interviews specific to Kotlin, where candidates can demonstrate their coding skills, problem-solving abilities, and knowledge of Kotlin concepts.

To dig deeper > 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some recruiters may have concerns about testing candidates too early in the hiring process, as they fear it might offend or deter them. However, this doesn’t have to be the case. It is crucial to handle this situation appropriately to ensure candidates understand the purpose, feel their time is valued, and recognize their importance.

Follow these guidelines to incorporate early testing while ensuring a positive candidate experience:

1. Job Ad: Clearly communicate that testing is the first step in your hiring process within your job advertisement. By setting this expectation upfront, you eliminate the risk of candidates feeling singled out for testing. Additionally, provide information about the time commitment required so that candidates can plan accordingly.

2. Emphasize Fair Hiring and Diversity: Highlight how the testing process enables fair hiring practices and promotes diversity within your organization. Make it known that your focus is on assessing skills rather than judging candidates based on irrelevant factors. Convey that you are open to considering a diverse pool of candidates, including those without prestigious degrees or individuals starting their coding careers.

3. Concise Assessment: Keep the assessment as brief as possible, respecting candidates’ time. Select an appropriate length for the test, including only the skills that are truly essential for the position. Ideally, aim for a test that can be completed within an hour or less. If you can design an even shorter test that fulfills your requirements, it’s even better.

4. Relevance: Concentrate solely on the skills that are directly applicable to the role. Avoid the temptation to create a laundry list of nice-to-have skills that are unnecessary for the actual job. Demonstrating a pragmatic approach by focusing on skills that have a practical impact on day-to-day tasks is appreciated by developers.

5. Share Results: Provide candidates with their test results to ensure a more fulfilling experience. If you utilize a tool like CoderPad Screen, which automatically generates a brief report and sends it to candidates, you enhance their experience. Candidates who underperform will understand the reasons they weren’t selected for the next stage, and receiving results also serve as an additional incentive for completing the test.

Our service equips your team with pragmatic and effective coding evaluations that accurately measure a candidate’s skill in Node.js. With tools like CoderPad Screen at your disposal, you have the ability to create Node.js coding evaluations in just a few minutes, even without a background in technology.

Our tests have been structured to include fundamental principles, algorithms, and beyond. These tests, painstakingly designed by our experienced industry professionals, guarantee that they reflect practical scenarios and are successful in gauging candidates’ competencies.

For hiring managers looking for a more personalized approach, we also offer the possibility of tailoring the test by adding their own coding challenges.

• Recommended duration: 28-73 minutes
• Average number of questions: 19
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Node.js Sample Questions

Example Question 1

Explain the purpose of the require function in Node.js and how it facilitates module loading. How do you load core modules, built-in modules, and local modules using require?

Preview a sample coding test report

Explore Code Playback

Gain a more profound understanding of your developer candidates’ problem-solving methodologies and coding competencies. 

• Monitor their aptitude in constructing algorithms and assess their tactics and innate coding sensibilities.
• Mentally bookmark topics you’re interested in delving deeper into during future conversations.
• Maintain alertness in pinpointing any dubious or potentially worrisome actions.

How to test Node.js skills to hire for your team?

Relying exclusively on resumes may not provide a comprehensive assessment of a Node.js developer’s abilities, and self-proclaimed competencies can at times be misleading.

Here are five strategies for evaluating the programming prowess of Node.js developers:

1. Review their coding portfolio. This gives you a glimpse into the Node.js projects they have participated in and their level of proficiency in the language.
2. Study their GitHub account to evaluate the caliber of their Node.js code, their level of activity, and their contribution to Node.js-related projects.
3. Explore their participation on Stack Overflow. This could provide insights into their depth of knowledge and their involvement in the Node.js development community.
4. Execute coding tests designed specifically for Node.js developers. This gives them an opportunity to solve real-world Node.js issues, offering a more objective evaluation of their coding skills.
5. Carry out live coding interviews focusing on Node.js. In such a setup, candidates can showcase their coding abilities, problem-solving skills, and understanding of Node.js principles.

To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

While some recruiters may be apprehensive about implementing tests early in the hiring process due to concerns of discouraging or alienating candidates, careful management of the situation can mitigate this. It ensures that candidates comprehend the purpose, value their time, and feel acknowledged.

Here are some recommendations to incorporate initial testing without compromising the candidate experience:

1. Job Posting: Clearly state in your job posting that testing is an initial step in your hiring process. By setting this expectation from the beginning, candidates won’t feel unfairly targeted for testing. Make sure to disclose the time commitment required so that candidates can arrange their schedules.
2. Promote Equal Opportunities and Diversity: Stress how the testing procedure promotes equitable recruitment and enhances diversity within your organization. Clarify that your main goal is to evaluate skills, rather than making assumptions about candidates based on irrelevant factors. Emphasize your openness to a wide range of candidates, including those without distinguished academic credentials or those beginning their coding journey.
3. Efficient Testing: Aim to keep the test as succinct as possible, honoring candidates’ time. Choose an appropriate test length, focusing solely on skills that are genuinely crucial for the job. Ideally, aim for a test that can be completed within an hour. An even shorter test that fulfills your needs is preferable.
4. Relevance: Focus only on the skills that are directly applicable to the role. Avoid the urge to list an array of desirable skills that aren’t pertinent to the job in question. Developers appreciate a pragmatic approach that concentrates on skills that greatly affect day-to-day tasks.
5. Sharing Results: Provide candidates with their test results to ensure a more fulfilling experience. Using a tool like CoderPad Screen, which automatically creates a concise report and shares it with candidates, can enhance their experience. Candidates who don’t perform well will comprehend why they weren’t chosen for the next round, and the receipt of results can also act as an additional motivation for completing the test.

We provide PHP code exams for your team that are realistic and useful, giving a precise assessment of candidates’ PHP skills. Even if you don’t have a technical background, you can develop PHP code tests in under a minute using tools like CoderPad Screen.

We have created our tests to precisely cover important ideas like object-oriented programming, data structures, algorithms, and more. Our industry specialists have carefully selected them to ensure their applicability to real-world situations and their efficacy in evaluating candidates’ talents.

There is an ability to modify the tests and add their own coding activities for hiring managers who wish to go further.

• Recommended duration: 30-80 min
• Average number of questions: 15
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

PHP sample questions

Example Question 1

What is the difference between abstract classes and interfaces in PHP?

Example Question 2

What will be the output of the code below?

<?php
function multiplyByTwo($number) {
  $number *= 2;
  return $number;
}

$number = 5;
echo multiplyByTwo($number);
?>

Example Question 3

In this exercise, you have to analyze records of temperature to find the closer to zero.

Sample temperatures. Here, -1.7 is the closer to 0.

Implement the function closestToZero to return the temperature closer to zero which belongs to the array $ts.

• If $ts is empty, return 0 (zero).
• If two numbers are as close to zero, consider the positive integer as the closer to zero (eg. if $ts contains -5 and 5, return 5).

Input:

• Temperatures are always expressed with floating point numbers ranging from -273 to 5526.

Preview a sample coding test report

Explore Code Playback

Obtain a deeper understanding of the problem solving thought process of your developer applicants.

• Witness their proficiency in building algorithms and evaluate their approach to solving problems with them.
• Jot down feedback from different segments of the interview to discuss in subsequent interview rounds.
• Pay attention to detect and prevent any distasteful actions.

How to test PHP skills to hire for your team?

Relying only on resumes may not accurately paint a broad picture of a PHP developer’s skills and abilities, and self-reported skills may be untrustworthy.

Here are five ways to assess PHP developers’ coding skills:

• Examine their body of work. This provides you with more information about the kinds of PHP projects they have worked on and their level of language expertise.
• Examine their GitHub account to judge the quality of their PHP code, their projects, and their participation in PHP-related projects.
• Ask about their use of Stack Overflow or PHP communities in their day-to-day development to understand their knowledge level and participation in the PHP development community.
• Employ the use of practical PHP focused programming exercises for PHP developers to allow them assess and improve their coding skills.
• Conduct PHP-focused live coding interviews in which candidates can exhibit their coding skills, problem-solving talents, and understanding of PHP fundamentals.

To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some recruiters are concerned that putting coding tests on candidates early in the interview process will intimidate potential prospects and discourage applications. However, good scenario management, such as clarifying the interview process and why it is vital, will help candidates comprehend the goal and feel at ease.

Here are some guidelines for you to ensure a positive candidate experience during early testing:

1. Job Ad: Make certain that the advertisement includes every phase and expectation of the hiring process. As a result, the candidate will not feel singled out and will be able to fully prepare for the interview. It is also a good idea to convey the time limits involved in technical interviews ahead of time.

2. Highlight Equal Opportunities and Diversity: Emphasize your company’s commitment to promote diversity and equal opportunity through the testing process. It must to be obvious that the major objective of the assessment is to fairly evaluate the candidate talents, regardless of history.

3. Concise Assessment: Choose quality over quantity by keeping the assessment brief and focused on the skills required for the job. This is to eliminate any time wasting and ensure the candidates can attempt the exercise hitch-free. Ideally, aim for a test that can be completed within an hour or less without compromising any requirements.

4. Relevance: By ensuring that the examinations only focus on the abilities that are specifically relevant to the position, redundancies can be avoided. Developers value candidates that show pragmatism by emphasizing practical abilities that have an impact on daily work.

5. Feedback and Results: Provide applicants with performance comments after the testing phases. You may improve candidates’ experiences by using a product like CoderPad Screen, which automatically creates a concise report and sends it to them. Candidates who do poorly will be able to understand why they were passed over for the following round in this way.

Our service equips your team with pragmatic and authentic coding examinations that accurately measure the Postgresql competencies of candidates. By leveraging tools such as CoderPad Screen, you’ll have the capability to construct Postgresql coding examinations in just minutes, even without a technical background.

We’ve engineered our tests to encapsulate crucial principles, front-end design methodologies, algorithms, and more. Our industry professionals meticulously devise these tests, guaranteeing they reflect practical scenarios and are successful in gauging candidates’ capabilities.

For hiring managers who wish to delve deeper, there’s also the option to personalize the test by incorporating their own coding challenges.

• Recommended duration: 25-77 minutes
• Average number of questions: 19
• Type of exercises: Multiple choice, coding exercises
• Test levels: Junior, Senior, Expert

Explore our questions bank and test our candidate experience yourself

Postgresql Sample Questions

Example Question 1

What is a primary key in a database table and why is it important?

Example Question 2

Write a query to find the average salary of employees in each department, sorted by department name in ascending order.

Preview a sample coding test report

Explore Code Playback

Achieve a more profound understanding of your developer candidates’ thinking patterns and coding capabilities. 

• Monitor their aptitude in constructing algorithms and assess their strategies and innate coding sensibilities.
• Mentally note aspects you’re interested in delving deeper into during future conversations.
• Maintain alertness in pinpointing any dubious or potentially worrisome actions.

How to test Postgresql skills to hire for your team?

Depending purely on resumes may not provide a comprehensive picture of an Postgresql developer’s capabilities, and self-proclaimed skills may sometimes be inconsistent. 

Here are five strategies to evaluate Postgresql developers’ coding proficiency:

1. Peruse their programming portfolio. This provides a glimpse of the Postgresql projects they have contributed to, as well as their competence in the language.
2. Review their GitHub account to evaluate the quality of their Postgresql code, their activity levels, and their participation in Postgresql-related initiatives.
3. Probe into their utilization of Stack Overflow. This could provide insights into their level of knowledge and engagement within the Postgresql development community.
4. Employ programming assessments designed specifically for Postgresql developers. This enables them to address real-world Postgresql issues, thereby facilitating an objective evaluation of their coding abilities.
5. Carry out live coding interviews targeted at Postgresql. In this setting, candidates have the opportunity to exhibit their coding skills, problem-solving prowess, and understanding of Postgresql principles.

To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some hiring personnel may feel apprehensive about incorporating tests early in the recruitment process, as they worry this might dishearten or alienate candidates. However, it needn’t be so. It’s imperative to manage this scenario effectively to ensure candidates grasp the intent, appreciate the value of their time, and perceive their significance.

Adhere to these instructions to integrate preliminary testing while maintaining a positive candidate experience:

1. Job Ad: Explicitly indicate in your job ad that testing forms the initial phase of your hiring process. By establishing this prospect in advance, you prevent candidates from feeling they are being selectively singled out for testing. Additionally, detail the time dedication required so candidates can prepare accordingly.
2. Stress Equal Opportunities and Diversity: Underscore how the testing procedure promotes unbiased hiring practices and cultivates diversity within your company. Declare that your priority lies in evaluating skills, not prejudging candidates based on unrelated factors. Express that you are receptive to considering a varied range of candidates, including those without elite academic qualifications or individuals newly stepping into their coding careers.
3. Succinct Assessment: Aim to keep the assessment as condensed as possible, honoring candidates’ time. Choose a suitable duration for the test, including only the skills that are genuinely crucial for the job. Ideally, target a test that can be accomplished within an hour or less. If you can formulate an even briefer test that meets your necessities, that’s preferable.
4. Relevance: Focus exclusively on the skills that directly pertain to the role. Resist the urge to compile an exhaustive list of desirable skills that aren’t needed for the actual job. Showcasing a practical approach by concentrating on skills that significantly affect routine tasks is valued by developers.
5. Divulge Results: Present candidates with their test results to ensure a more gratifying experience. If you use a tool like CoderPad Screen, which auto-generates a concise report and dispatches it to candidates, you boost their experience. Candidates who don’t perform well will comprehend why they weren’t chosen for the next phase, and the receipt of results also acts as an extra motivation for completing the test.