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Spend A Day With: A Tech Recruiter

Spend A Day With: A Tech Recruiter

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Ruehie Jaiya Karri
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December 8, 2022
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3 min read
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In a mythical land far, far away…

Tech recruiters and talent acquisition specialists have been rumored to live in harmony with unicorns and purple squirrels. In this magical world of recruiting, a typical day looks something like this:

10.00 A.M. – Recruiters open their emails, check for job requirements and post one little job posting.

11.00 A.M. – Computers audibly shaking, you can hear the whir of thousands of applications pouring in!

Noon – You present the perfect candidate for the vacant role, gift-wrapped to your hiring manager.

Oh well, that was a good dream while it lasted! As seen above, there are plenty of misconceptions floating around about tech recruiters and how they should be able to rub a lamp, make a genie appear, and solve all the hiring problems in the world.

The actual reality looks something like a Taylor Swift song—sleepless nights, fear of not closing open roles under tight deadlines, and wistfully wishing for this magical land of recruiting to be a real one, with lyrics that go:

3 a.m. and I’m still awake, I’ll bet you’re just fine

Fast asleep in your city that’s better than mine

Recruiting teams have their work cut out for them and no two tech recruiters ever had the same journey in their career path. We’ve gone around and spoken to our internal recruiting team in depth to understand what their day looks like and what happens at each stage of the hiring lifecycle. Hop on, let us take you for an intriguing ride!

A special shoutout to our Talent Acquisition Manager, Preethi Saakre for all the insider information that shaped this blog and allowed us to go into great detail about the workings of a recruiting team!

Preethi's Linkedin Profile

Behind the scenes of a recruiting team in an organization

Although the overall structure of a hiring process remains the same, there can be slight changes when you are hiring at scale, conducting walk-in interviews, or looking to fill a small number of positions with 2 or 3 candidates. In this article, let’s take a look at hiring for a small number of roles.

Set the tone for the day

The first task on the agenda for the day is to check our email. Get an understanding of what roles are vacant from our hiring managers. And then set up meetings.

While we usually receive emails on open job roles, and top-level requirements to hire for these roles, we do have an in-depth discussion with our hiring manager. Such calibration meetings clarify important information like:

  • A debrief of the job role we’re hiring for
  • What does the ideal candidate look like for this role?
  • What are the must-have skills and good-to-have skills?
  • What tech stacks are we looking for?
  • How many rounds of interviews do we conduct?

This will greatly help you to create accurate job descriptions and attract the right candidates for your open positions.

In a nutshell, coffee with a side of meetings!

Plan tasks and responsibilities

After our morning meeting, we spend some time answering emails, following up with candidates, and filling out paperwork. Now that we clearly understand for whom we’re hiring, we prioritize our tasks for the day, see which roles have tighter deadlines, and get to work!

Ad hoc responsibilities of a tech recruiter in a day

Carry out market mapping for open roles

Armed with the requirements from the hiring manager, we begin to gauge the talent pool available in the market to see how many candidates would fit our industry-specific requirements. We do market mapping where we check for details that have been aggregated from several job boards like:

  • Compensation range
  • Years of experience
  • The geographic location of the candidate pool
  • Expected notice period
  • Diversity of the candidate pool

While all this information is available on LinkedIn, filtering for diverse candidates is only possible on Naukri RMS. This is where you need to make the most of the Google search engine. Hiring for rather niche positions or specific skill sets calls for using boolean search strings and site-wide X-ray search capabilities for highly customized results.

Once you are aware of the kind of talent pool available for your particular open role, we need to go back to the hiring manager to let them know. Post receiving their approval to go ahead, start with sourcing and contacting qualified candidates.

Focus on inbound applications

Now that it’s settled resumes don’t fall out of the sky, let’s see how we go about getting candidates to send their resumes in.

The first thing to do is to distribute the job posting for the vacant position on all job boards. If you are using an applicant tracking system (ATS) like Trakstar, Zoho Recruit, and so on, most job boards would already be integrated with it, making it simple for you to market your job postings.

The candidates that apply through this outreach are tagged as inbound applications. Inbound recruiting relies heavily on your ability to attract candidates—meaning job postings need to be clear and concise, employer branding should be on point, and career sites have to be user-friendly. Prospective candidates need to be excited about working for your company!

Also read: 5-Step Guide To Gender-Fluid Tech Job Descriptions (+Free Checklist)

Source suitable candidates through outbound outreach

The second phase of sourcing for candidates is outbound hiring. This is where you search for and contact all active candidates (those currently looking for a job) on the available job boards like Indeed, Monster, and Glassdoor.

You can also use the InMail feature on LinkedIn or tap into Naukri RMS to source high-quality candidates.

Next, we focus on connecting with passive candidates. Especially when you are hiring for niche tech roles, passive talent would be a good bet. GitHub and StackOverflow are hotbeds of tech talent—you can see projects developers have worked on, languages and frameworks they are interested in, and so on.

This is a crucial step to getting closer to finding that elusive unicorn candidate, who you know will be just the right fit for the open role! A recent LinkedIn report shows that 62% of talent teams find more high-quality candidates through sourcing than inbound applications.

Also read: 21 Tech Recruiting Tools To Scale Your Hiring

Screen incoming resumes

All the inbound applications are captured on our ATS where every candidate’s data is parsed automatically from their resumes so it’s easy for you to go through it.

If we are hiring for generic tech roles, for instance, a software engineer with 0-1 years of experience, we directly send a screening test to the candidates. We check whether they have cleared the coding assessment or not and shortlist them accordingly. Then their profile is forwarded to the hiring manager.

For certain roles that can be tough to assess like front-end roles, even if the candidates have not entirely cleared the test, we forward the results to the hiring manager. They would further check for the candidate’s thought process and logic used while attempting to solve the problem before either shortlisting them or rejecting them.

Schedule interviews for shortlisted candidates

As discussed in the calibration meeting mentioned above, the number of interview rounds is already decided. All that remains is to set up interviews between the candidates and the hiring managers. If the candidates are mid-senior level developers or tech leads then their next round of interviews would be with the CTO and the CEO, accordingly.

For those who have been selected in these rounds, we next set up a meeting with our HR team to assess the candidates for culture fit.

This would be the last round of interviews. Post this, we begin discussing the compensation, perks, and benefits with the shortlisted candidates.

Sidebar:

Most recruiters would share a common journey up until this point in the hiring process. We carry out supporting tasks for all the above steps, in some capacity every single day.

Roll out the offer letter

Once the salary negotiation discussions are wrapped up, it is time to send the official offer letter to the candidates who made the cut. While this is an exciting part of the recruiting process, as we know, a recruiter cannot rest easy until— “Good hiring doesn’t end with finding the right person. It ends when the right person starts working for you!” – By anonymous

But not just yet. We have to do our due diligence first to ensure we’ve vetted the candidate thoroughly:

  • Complete required background checks
  • Call references and talk to the candidate’s previous managers

Getting verbal acceptance from your candidate before sending out the letter can increase the chances of them signing on the dotted line.

And then, **drum roll please!**

Drum roll

We roll out the offer letter to our candidate.

Nurture candidates to improve candidate engagement

Once the candidate accepts the offer letter and you are certain they will be joining the company, then proceed with your candidate engagement practices. We set up a buddy for them who will be able to familiarize them with the team after they join. We encourage the new hires to come to the office so they can meet different teams, understand how things work, and get a basic idea of their roles and responsibilities.

This helps make the “dreaded first day” easy for the candidate since they already know what to expect and whom to reach out to in case they are stuck.

Time for onboarding

A general practice for talent acquisition teams is to connect the selected candidates with the onboarding team, 10 days prior to their joining the company. This ensures the candidates have a smooth transition and have everything they need for the first day, including their laptop, email access, and other things.

To welcome your candidates and make them feel like they belong right from the start, send them company merchandise, goodies, and swag that they can use.

Also read: Streamline Your Recruitment Process With These 7 Tips

To understand a recruiter’s job in a nutshell, here are 7 things that the recruiting team at HackerEarth carries out on a daily basis!

No magic potion, just plain hard work

Well, we tried to bust as many myths as possible about recruiters and tech recruiting in general. The bottom line, our job is to match the best person to the role and hiring manager—we are the people who bring in the people!

If you think that sounds simple, we are here to tell you it’s anything but.

One of the major reasons for penning this article was to bring to light the amount of effort that goes into finding the perfect candidate. As you can see, it is a LOT. We do have some tricks up our sleeves but that’s the extent of it. No potions, genies, or wands are involved!

As always, happy hiring 🙂

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Author
Ruehie Jaiya Karri
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December 8, 2022
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3 min read
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How I used VibeCode Arena platform to build code using AI and leant how to improve it

I Used AI to Build a "Simple Image Carousel" at VibeCodeArena. It Found 15+ Issues and Taught Me How to Fix Them.

My Learning Journey

I wanted to understand what separates working code from good code. So I used VibeCodeArena.ai to pick a problem statement where different LLMs produce code for the same prompt. Upon landing on the main page of VibeCodeArena, I could see different challenges. Since I was interested in an Image carousal application, I picked the challenge with the prompt "Make a simple image carousel that lets users click 'next' and 'previous' buttons to cycle through images."

Within seconds, I had code from multiple LLMs, including DeepSeek, Mistral, GPT, and Llama. Each code sample also had an objective evaluation score. I was pleasantly surprised to see so many solutions for the same problem. I picked gpt-oss-20b model from OpenAI. For this experiment, I wanted to focus on learning how to code better so either one of the LLMs could have worked. But VibeCodeArena can also be used to evaluate different LLMs to help make a decision about which model to use for what problem statement.

The model had produced a clean HTML, CSS, and JavaScript. The code looked professional. I could see the preview of the code by clicking on the render icon. It worked perfectly in my browser. The carousel was smooth, and the images loaded beautifully.

But was it actually good code?

I had no idea. That's when I decided to look at the evaluation metrics

What I Thought Was "Good Code"

A working image carousel with:

  • Clean, semantic HTML
  • Smooth CSS transitions
  • Keyboard navigation support
  • ARIA labels for accessibility
  • Error handling for failed images

It looked like something a senior developer would write. But I had questions:

Was it secure? Was it optimized? Would it scale? Were there better ways to structure it?

Without objective evaluation, I had no answers. So, I proceeded to look at the detailed evaluation metrics for this code

What VibeCodeArena's Evaluation Showed

The platform's objective evaluation revealed issues I never would have spotted:

Security Vulnerabilities (The Scary Ones)

No Content Security Policy (CSP): My carousel was wide open to XSS attacks. Anyone could inject malicious scripts through the image URLs or manipulate the DOM. VibeCodeArena flagged this immediately and recommended implementing CSP headers.

Missing Input Validation: The platform pointed out that while the code handles image errors, it doesn't validate or sanitize the image sources. A malicious actor could potentially exploit this.

Hardcoded Configuration: Image URLs and settings were hardcoded directly in the code. The platform recommended using environment variables instead—a best practice I completely overlooked.

SQL Injection Vulnerability Patterns: Even though this carousel doesn't use a database, the platform flagged coding patterns that could lead to SQL injection in similar contexts. This kind of forward-thinking analysis helps prevent copy-paste security disasters.

Performance Problems (The Silent Killers)

DOM Structure Depth (15 levels): VibeCodeArena measured my DOM at 15 levels deep. I had no idea. This creates unnecessary rendering overhead that would get worse as the carousel scales.

Expensive DOM Queries: The JavaScript was repeatedly querying the DOM without caching results. Under load, this would create performance bottlenecks I'd never notice in local testing.

Missing Performance Optimizations: The platform provided a checklist of optimizations I didn't even know existed:

  • No DNS-prefetch hints for external image domains
  • Missing width/height attributes causing layout shift
  • No preload directives for critical resources
  • Missing CSS containment properties
  • No will-change property for animated elements

Each of these seems minor, but together they compound into a poor user experience.

Code Quality Issues (The Technical Debt)

High Nesting Depth (4 levels): My JavaScript had logic nested 4 levels deep. VibeCodeArena flagged this as a maintainability concern and suggested flattening the logic.

Overly Specific CSS Selectors (depth: 9): My CSS had selectors 9 levels deep, making it brittle and hard to refactor. I thought I was being thorough; I was actually creating maintenance nightmares.

Code Duplication (7.9%): The platform detected nearly 8% code duplication across files. That's technical debt accumulating from day one.

Moderate Maintainability Index (67.5): While not terrible, the platform showed there's significant room for improvement in code maintainability.

Missing Best Practices (The Professional Touches)

The platform also flagged missing elements that separate hobby projects from professional code:

  • No 'use strict' directive in JavaScript
  • Missing package.json for dependency management
  • No test files
  • Missing README documentation
  • No .gitignore or version control setup
  • Could use functional array methods for cleaner code
  • Missing CSS animations for enhanced UX

The "Aha" Moment

Here's what hit me: I had no framework for evaluating code quality beyond "does it work?"

The carousel functioned. It was accessible. It had error handling. But I couldn't tell you if it was secure, optimized, or maintainable.

VibeCodeArena gave me that framework. It didn't just point out problems—it taught me what production-ready code looks like.

My New Workflow: The Learning Loop

This is when I discovered the real power of the platform. Here's my process now:

Step 1: Generate Code Using VibeCodeArena

I start with a prompt and let the AI generate the initial solution. This gives me a working baseline.

Step 2: Analyze Across Several Metrics

I can get comprehensive analysis across:

  • Security vulnerabilities
  • Performance/Efficiency issues
  • Performance optimization opportunities
  • Code Quality improvements

This is where I learn. Each issue includes explanation of why it matters and how to fix it.

Step 3: Click "Challenge" and Improve

Here's the game-changer: I click the "Challenge" button and start fixing the issues based on the suggestions. This turns passive reading into active learning.

Do I implement CSP headers correctly? Does flattening the nested logic actually improve readability? What happens when I add dns-prefetch hints?

I can even use help of AI to help improve my code. For this action, I can use from a list of several available models that don't need to the same one that generated the code. This helps me to explore which models are good at what kind of tasks.

For my experiment, I decided to work on two suggestions provided by VibeCodeArena by preloading critical CSS/JS resources with <link rel="preload"> for faster rendering in index.html and by adding explicit width and height attributes to images to prevent layout shift in index.html. The code editor gave me change summary before I submitted by code for evaluation.

Step 4: Submit for Evaluation

After making improvements, I submit my code for evaluation. Now I see:

  • What actually improved (and by how much)
  • What new issues I might have introduced
  • Where I still have room to grow

Step 5: Hey, I Can Beat AI

My changes helped improve the performance metric of this simple code from 82% to 83% - Yay! But this was just one small change. I now believe that by acting upon multiple suggestions, I can easily improve the quality of the code that I write versus just relying on prompts.

Each improvement can move me up the leaderboard. I'm not just learning in isolation—I'm seeing how my solutions compare to other developers and AI models.

So, this is the loop: Generate → Analyze → Challenge → Improve → Measure → Repeat.

Every iteration makes me better at both evaluating AI code and writing better prompts.

What This Means for Learning to Code with AI

This experience taught me three critical lessons:

1. Working ≠ Good Code

AI models are incredible at generating code that functions. But "it works" tells you nothing about security, performance, or maintainability.

The gap between "functional" and "production-ready" is where real learning happens. VibeCodeArena makes that gap visible and teachable.

2. Improvement Requires Measurement

I used to iterate on code blindly: "This seems better... I think?"

Now I know exactly what improved. When I flatten nested logic, I see the maintainability index go up. When I add CSP headers, I see security scores improve. When I optimize selectors, I see performance gains.

Measurement transforms vague improvement into concrete progress.

3. Competition Accelerates Learning

The leaderboard changed everything for me. I'm not just trying to write "good enough" code—I'm trying to climb past other developers and even beat the AI models.

This competitive element keeps me pushing to learn one more optimization, fix one more issue, implement one more best practice.

How the Platform Helps Me Become A Better Programmer

VibeCodeArena isn't just an evaluation tool—it's a structured learning environment. Here's what makes it effective:

Immediate Feedback: I see issues the moment I submit code, not weeks later in code review.

Contextual Education: Each issue comes with explanation and guidance. I learn why something matters, not just that it's wrong.

Iterative Improvement: The "Challenge" button transforms evaluation into action. I learn by doing, not just reading.

Measurable Progress: I can track my improvement over time—both in code quality scores and leaderboard position.

Comparative Learning: Seeing how my solutions stack up against others shows me what's possible and motivates me to reach higher.

What I've Learned So Far

Through this iterative process, I've gained practical knowledge I never would have developed just reading documentation:

  • How to implement Content Security Policy correctly
  • Why DOM depth matters for rendering performance
  • What CSS containment does and when to use it
  • How to structure code for better maintainability
  • Which performance optimizations actually make a difference

Each "Challenge" cycle teaches me something new. And because I'm measuring the impact, I know what actually works.

The Bottom Line

AI coding tools are incredible for generating starting points. But they don't produce high quality code and can't teach you what good code looks like or how to improve it.

VibeCodeArena bridges that gap by providing:

✓ Objective analysis that shows you what's actually wrong
✓ Educational feedback that explains why it matters
✓ A "Challenge" system that turns learning into action
✓ Measurable improvement tracking so you know what works
✓ Competitive motivation through leaderboards

My "simple image carousel" taught me an important lesson: The real skill isn't generating code with AI. It's knowing how to evaluate it, improve it, and learn from the process.

The future of AI-assisted development isn't just about prompting better. It's about developing the judgment to make AI-generated code production-ready. That requires structured learning, objective feedback, and iterative improvement. And that's exactly what VibeCodeArena delivers.

Here is a link to the code for the image carousal I used for my learning journey

#AIcoding #WebDevelopment #CodeQuality #VibeCoding #SoftwareEngineering #LearningToCode

The Mobile Dev Hiring Landscape Just Changed

Revolutionizing Mobile Talent Hiring: The HackerEarth Advantage

The demand for mobile applications is exploding, but finding and verifying developers with proven, real-world skills is more difficult than ever. Traditional assessment methods often fall short, failing to replicate the complexities of modern mobile development.

Introducing a New Era in Mobile Assessment

At HackerEarth, we're closing this critical gap with two groundbreaking features, seamlessly integrated into our Full Stack IDE:

Article content

Now, assess mobile developers in their true native environment. Our enhanced Full Stack questions now offer full support for both Java and Kotlin, the core languages powering the Android ecosystem. This allows you to evaluate candidates on authentic, real-world app development skills, moving beyond theoretical knowledge to practical application.

Article content

Say goodbye to setup drama and tool-switching. Candidates can now build, test, and debug Android and React Native applications directly within the browser-based IDE. This seamless, in-browser experience provides a true-to-life evaluation, saving valuable time for both candidates and your hiring team.

Assess the Skills That Truly Matter

With native Android support, your assessments can now delve into a candidate's ability to write clean, efficient, and functional code in the languages professional developers use daily. Kotlin's rapid adoption makes proficiency in it a key indicator of a forward-thinking candidate ready for modern mobile development.

Breakup of Mobile development skills ~95% of mobile app dev happens through Java and Kotlin
This chart illustrates the importance of assessing proficiency in both modern (Kotlin) and established (Java) codebases.

Streamlining Your Assessment Workflow

The integrated mobile emulator fundamentally transforms the assessment process. By eliminating the friction of fragmented toolchains and complex local setups, we enable a faster, more effective evaluation and a superior candidate experience.

Old Fragmented Way vs. The New, Integrated Way
Visualize the stark difference: Our streamlined workflow removes technical hurdles, allowing candidates to focus purely on demonstrating their coding and problem-solving abilities.

Quantifiable Impact on Hiring Success

A seamless and authentic assessment environment isn't just a convenience, it's a powerful catalyst for efficiency and better hiring outcomes. By removing technical barriers, candidates can focus entirely on demonstrating their skills, leading to faster submissions and higher-quality signals for your recruiters and hiring managers.

A Better Experience for Everyone

Our new features are meticulously designed to benefit the entire hiring ecosystem:

For Recruiters & Hiring Managers:

  • Accurately assess real-world development skills.
  • Gain deeper insights into candidate proficiency.
  • Hire with greater confidence and speed.
  • Reduce candidate drop-off from technical friction.

For Candidates:

  • Enjoy a seamless, efficient assessment experience.
  • No need to switch between different tools or manage complex setups.
  • Focus purely on showcasing skills, not environment configurations.
  • Work in a powerful, professional-grade IDE.

Unlock a New Era of Mobile Talent Assessment

Stop guessing and start hiring the best mobile developers with confidence. Explore how HackerEarth can transform your tech recruiting.

Vibe Coding: Shaping the Future of Software

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

Vibe Coding Difference

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable or Hostinger Horizons enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

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