Hiring Maturity Assessment

Your Score
HRII 4.2

The HackerRank Innovator Index has been anonymously aggregated to include the top 10% of assessment respondents.

1 Ad Hoc
2 Managed
3 Integrated
4 Standardized
5 Optimized


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


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


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

YOUR LEVEL: Standardized

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


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


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

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



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


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


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

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Tips to improve your technical hiring process every
step of the way


Your Level

Ad Hoc Managed Integrated Standardized Optimized

Plan is the stage where teams determine which specific technical skills the new role requires, and how to assess them throughout the hiring process. The most advanced companies derive required skills from company-wide and global standards, map which skills to assess at each stage, and continually optimize the planning process by comparing previous applicant's performance.

Resources to help you Plan:


Your Level

Ad Hoc Managed Integrated Standardized Optimized

Source is the stage where teams find and/or invite a compelling pool of candidates to consider for the open role. Sourcing is typically part of the recruiting function performed by a Talent Acquisition professional, but it may also be conducted by managers within the company. Sourcing can identify either candidates who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).

Resources to help you Source:


Your Level

Ad Hoc Managed Integrated Standardized Optimized

Screen is the stage where teams conduct an early verification of the candidates' role fit in an efficient, candidate-friendly way. Screening challenges are role-specific and focus on replicating real-world problems that are applicable to the role and aligned to a standardized skills rubric. The most advanced companies engage a talent science expert, and a tech advisory council to ensure consistency and compliance. Actual job performance is fed back into the hiring system to better predict candidate success in the job.

Resources to help you Screen:


Your Level

Ad Hoc Managed Integrated Standardized Optimized

Interview is the stage where hiring teams and candidates are able to assess mutual fit. This takes place through in-depth explorations of skills fit, values fit, and feedback from the interview panel. The most advanced companies use an integrated platform that guides interviewers through standardized evaluations via suggested questions, candidate hints, and solution pseudo-code. Interviewer scoring is normalized to ensure fairness and consistency.

Resources to help you Interview:


Your Level

Ad Hoc Managed Integrated Standardized Optimized

Rank is the stage where teams determine which candidates are best suited for the job. The most advanced companies evaluate candidate skills at each step in the process against all other candidates, a global talent pool, and existing employees within your organization. Actual job performance is fed back into the hiring system to better predict candidate success in the job.

Resources to help you Rank: