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Hiring Developer Articles

Hiring Developers

Your Hiring Process Is Losing You Top Talent. Before They Ever Interview!

Here’s a hard truth most TA leaders don’t want to admit: your hiring process is screening for the wrong thing. Not skills. Not judgment. Not potential. It’s screening for the ability to interview well. And those two things have almost nothing to do with each other. We sat down with recruiting experts Cammas Freeman, Phil Strazzulla, and Kaylee Estes to talk through three of the biggest blind spots in technical hiring right now. What they said is worth slowing down for.

Hiring Developers

CoderPad Uses CoderPad to Hire Engineers. Here’s How.

When we opened our latest software engineer role, we had 100 applications within 24 hours. By the end of the first week, without running a single ad, we had 160 candidates in the pipeline. That’s a lot of signal to sort through. And it forced us to be honest about something every engineering leader eventually confronts: a hiring process is only as good as its ability to protect your team’s time while treating candidates fairly.

Hiring Developers

Is Your Technical Hiring Process Built for the AI Era? Find Out With a New Quiz.

AI didn’t just change how engineers build software. It changed what it means to hire one. The tools engineers use every day — AI coding assistants, prompt-driven debugging, multi-model workflows — are now fundamental to how modern development teams operate. According to our State of Tech Hiring 2026 Report , 82% of developers find generative AI useful, and 54% would experience a measurable productivity drop if AI tools were removed tomorrow. AI isn’t a productivity booster anymore. It’s infrastructure.

Hiring Developers

In the AI Era, Shopify Is Investing in Junior Engineers—Not Cutting Them

We spoke with Farhan Thawar, VP and Head of Engineering at Shopify, about why the company 10x’d its internship program, what AI-native hiring really looks like, and the three-part framework reshaping how technical talent gets evaluated. The conventional wisdom goes something like this: AI is coming for developers, and the first casualties will be the junior engineers — the interns, the new grads, the people who used to spend their days writing boilerplate and fixing typos in documentation. Why hire a cohort of entry-level engineers when a model can do their work in seconds?

Hiring Developers

Stop Automating the Wrong Part of Hiring. AI Interviewers Aren’t Selling You Signal.

AI interviewers are having a moment. Every vendor is selling the same dream: automated conversations, instant scoring, no more phone screens. Faster. Cheaper. Scalable. And if you’re a TA leader staring down a pipeline of 2,400 applicants for 12 open engineering roles, that pitch lands. Here’s the problem nobody’s saying out loud: AI interviewers aren’t showing you skills, and now candidates are using AI to answer your AI interviewer so you’re not evaluating engineers anymore. You’re running a tournament for chatbots. The best liar wins.

Hiring Developers

AI-Inflated Resumes Are Killing Your Hiring Signal

And Why That’s Not the End of Hiring, It’s the Beginning of Better Interviews Your latest candidate looks like a slam dunk. Their resume matches the job description perfectly. Their LinkedIn is polished, complete, and compelling. Every skill checks out. And yet, more often than teams want to admit, that “perfect” candidate doesn’t hold up in a real conversation. What’s happening in hiring today isn’t just resume inflation. It’s a more advanced, harder to detect form of misrepresentation driven by AI, proxies, and increasingly polished candidate narratives. From “AI amplified exaggeration” to candidates being actively assisted during interviews, the top of the funnel is getting noisier, and traditional signals are becoming less reliable.

Hiring Developers

High Volume Technical Hiring: How to Screen the Right Talent Faster and with More Confidence

High volume hiring sounds like a good problem to have, right? The reality is, when technical recruiting teams are flooded with applications, resumes become harder to trust, recruiters have less time to evaluate candidates effectively, and engineering teams end up spending valuable interview time with people who are not actually qualified for the role. The challenge is not just the number of applicants. It is the difficulty of identifying real technical ability early enough in the process to protect time, improve hiring quality, and move faster.

Hiring Developers

AI made half your interview process obsolete. Here’s what actually works now.

Generative AI hasn’t killed technical hiring. It just exposed which parts of it were already broken. Coding screens that test syntax recall and algorithm trivia? Those were always a weak signal. Now they’re basically noise. A well-prompted model breezes through them. If that’s still your bar, you’re filtering for the wrong thing. But here’s what hasn’t changed: great engineers still think differently. They reason through ambiguity. They make trade-offs under constraints. They know when to build and when to borrow. No AI tool does that for you and no interview format exposes it better than a well-run system design session or a realistic coding assessment that mirrors actual work.

Hiring Developers

New Research: The 2026 State of Tech Hiring — What AI Means for Developers and Hiring Teams

The narrative around AI and technical hiring has been loud, and often contradictory. Some voices predict hiring slowdowns. Others claim AI will replace engineers entirely. But what’s the reality? To answer that, we surveyed 650+ developers, recruiters, and hiring leaders worldwide about how AI is influencing work, skill demand, and hiring practices. The result is our State of Tech Hiring Report 2026 — the most comprehensive look yet at how AI is reshaping the developer workforce and the way companies find, assess, and hire technical talent.

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