Nov 7, 2025
35 Best Programming Assessment Test Platforms to Hire Top Developers
Test your coding and programming skills with a reliable programming assessment test covering logic, HTML, CSS, Python, and more.
Imagine sifting through hundreds of resumes and still feeling uncertain about which candidates can actually write clean code and solve real-world problems. Hiring teams now rely on programming assessment test tools, such as coding tests, code challenges, developer screening, and pre-employment tests, to evaluate algorithms, data structures, problem-solving, code quality, and language-specific skills in a realistic sandbox. This article shows how to quickly and confidently identify and hire top-performing developers using the most effective programming assessment test platforms.
To make that work, Noxx's AI recruiter helps you run focused technical screening, rank candidates by coding score and interview performance, and feed the best profiles into your hiring pipeline so you can hire faster with more confidence.
Summary
Coding assessments are now a standard early-funnel checkpoint, with 76% of companies using coding tests, so teams that skip role-appropriate assessments risk inconsistent signals and reduced candidate diversity.
Assessment format shapes what you measure. Fifty percent of hiring managers say that take-home assignments are the most effective way to assess coding ability, making them preferable for senior and product-facing roles.
Platform adoption significantly accelerates hiring, with reports of a 40% reduction in time-to-hire and more than 1,000 companies utilizing assessment tools, which explains why teams rely on automated tests under headcount pressure.
Pure algorithmic screens miss integration, debugging, and maintainability skills, a mismatch that contributes to false negatives, as over 70% of organizations adopt standardized assessment platforms.
Use a compact rubric and sequencing to scale reasonably, scoring on four axes (correctness, code clarity, tests, and rationale), and tailor tests by seniority while capping uncompensated take-homes to respect candidate time.
Noxx's AI recruiter addresses this by applying regional calibration and 40+ signals to prioritize candidates and compress review time into days.
How Do Companies Test Programming Skills before Hiring Developers?
We assess programming ability through three complementary channels, including a deep review of artifacts, a structured interview and screening process, and targeted coding assessments. Used together, they reveal different signals, craftsmanship, communication, and live problem-solving so that you can pick the right person, not the loudest answer.
Why Does a Candidate Portfolio Matter?
When I inspect a candidate’s GitHub and project history, I look for patterns, not trophies. Commit frequency, meaningful commit messages, pull request discussions, and automated tests reveal how the person actually engineers over time, not just in a pressure cooker.
Look for architecture notes, README clarity, and evidence of iterative improvement; those reveal long-form habits like testing discipline, dependency hygiene, and whether they can ship maintainable code. Think of a portfolio like a woodworker’s shop: tools and scraps tell you more than one showy finished piece.
How Should Interviews and Screening Tests Fit into Hiring?
The familiar approach is to use interviews to check communication and cultural fit, while a short screening test filters obvious mismatches. Keep the interview structure tight: start with a 10-minute walk-through of a recent pull request, then a focused system-design or debugging conversation tied to the role.
Use behavioral prompts to see tradeoffs, and short, role-specific screening exercises to verify claims about frameworks or APIs. Pair programming sessions are essential for mid- and senior-level roles because they allow you to observe how a candidate thinks aloud, accepts feedback, and integrates with an existing codebase in real-time.
What Coding-Test Formats Are Available and What Do They Assess?
If you choose one format, do so deliberately; each format measures a different signal.
Timed online challenges, typically algorithmic, test raw problem-solving and familiarity with data structures. They reveal speed under pressure and algorithmic fluency.
Take-home assignments mimic real-world work, allowing you to evaluate design, documentation, and deliverables over several hours. This demonstrates how a candidate balances correctness, readability, and trade-offs.
Live coding interviews simulate time-constrained debugging or whiteboard design, helpful in spotting interactive thinking but prone to stress-induced false negatives.
Pair programming tests reveal collaborative skills, tool fluency, and whether a candidate can communicate technical intent while coding.
Automated, platform-based tests scale screening for language or API knowledge without manual grading.
What Do Coding Tests Reveal Beyond “Can They Code”?
Coding assessments can objectively confirm language proficiency and algorithmic skill, but they also surface soft skills and cognitive traits when designed well. A disciplined test shows if candidates write tests, structure code for readability, and leave clear comments. A take-home shows time management and prioritization.
A pair programming session exposes curiosity, listening skills, and the ability to course-correct. Use customized rubrics that score correctness, code cleanliness, test coverage, and explanation of tradeoffs to convert subjective impressions into comparable signals.
How Prevalent Are Coding Tests, and What Does That Mean for Your Process?
Practice has shifted toward measurable filters, with many companies relying on automated and human-reviewed tests to reduce bias and expedite decisions; platforms and teams expect a filter early in the funnel.
According to CodeSubmit Blog, 76% of companies use coding tests to evaluate programming skills. These assessments are now a mainstream checkpoint, which means you must design yours to be fair and role-appropriate; otherwise, you risk losing diverse talent.
How Should You Sequence Assessments by Seniority and Respect Candidate Time?
For junior roles, start with an automated language or unit-test-based challenge, followed by a short pair-programming session. For mid-level engineers, combine a timed challenge with a two- to four-hour take-home assignment that mirrors their day-to-day work.
For senior roles, prioritize architecture conversations and a realistic take-home, followed by an extended pair-program review. Always state time expectations, and cap uncompensated take-homes for later-stage interviews to respect candidates who are actively working.
Related Reading
11 Popular Programming Assessment Tests
Many companies rely on standardized or platform-based tests to measure candidates’ technical proficiency, using them as early filters in the hiring funnel. Below are eleven common assessment types, what each measures, the typical challenge formats, the languages they cover, and which employers most often use them.
1. General Coding
A broad test of core programming skill, focused on algorithmic thinking, problem decomposition, and basic implementation.
What Challenges Appear?
Short-to-medium timed problems, debugging tasks, and small scripting exercises that verify correctness and edge-case handling.
Languages supported: Polyglot platforms, most commonly Python, Java, JavaScript, C#, and Ruby.
Who Uses It?
Fast-growing teams and technical recruiters screening a high-volume funnel for baseline competency, plus roles that require versatile problem solvers rather than niche framework knowledge.
2. JavaScript
A focused assessment of language idioms, asynchronous patterns, and typical web-platform challenges.
What Challenges Appear?
Event-loop and async/await exercises, closure and scoping puzzles, DOM manipulation or small Node.js endpoint tasks, and performance or memory debugging.
Languages supported: JavaScript and TypeScript, with often compatible solutions for the same problems.
Who Uses It?
Frontend-first startups, full-stack shops that use the JS ecosystem, and companies hiring for browser-based or serverless JavaScript roles.
3. React
A component- and state-management-centered test that measures UI design, reusability, and user-facing correctness.
What Challenges Appear?
Build-or-fix component tasks, hook and lifecycle exercises, state architecture tradeoffs, accessibility corrections, and prompts for unit or integration testing.
Languages supported: JavaScript and TypeScript with React libraries.
Who Uses It?
Product teams where UX fidelity and maintainable component libraries matter, consumer-facing apps, and companies that prioritize rapid UI iteration.
4. HTML & CSS
A practical check for markup structure, responsive layout, and visual fidelity.
What Challenges Appear?
Recreating a design from a spec, fixing layout regressions across breakpoints, accessibility and semantic markup corrections, and cross-browser edge cases.
Languages supported: HTML, CSS, preprocessors like Sass, and optionally small JavaScript for interactive elements.
Who Uses It?
Design-forward agencies, front-end teams that ship pixel-accurate features, and teams that must maintain strong accessibility standards.
5. General Database
An assessment of data modeling, storage choices, and system tradeoffs rather than a single query.
What Challenges Appear?
Schema design for given requirements, normalization or denormalization decisions, indexing strategies, and short case studies comparing relational and NoSQL approaches.
Languages supported: Conceptual questions independent of language, with practical exercises in PostgreSQL, MongoDB, or other DB engines.
Who Uses It?
Backend teams, data engineering groups, and product companies that need engineers who make robust, long-term data decisions.
6. SQL
A hands-on test of query formulation, optimization, and data transformation skills.
What Challenges Appear?
Complex joins, window functions, aggregation puzzles, query performance fixes, and writing CTEs for reporting tasks.
Languages supported: SQL dialects like PostgreSQL, MySQL, and SQL Server, often in an interactive sandbox.
Who Uses It?
Analytics teams, BI-heavy companies, and any employer relying on data-driven decision-making need reliable, production-quality queries.
7. Node.js
A backend and systems-focused check on asynchronous server patterns and runtime behavior.
What Challenges Appear?
Building or debugging REST endpoints, stream handling, concurrency pitfalls, error propagation, and writing tests for async code.
Languages supported: JavaScript and TypeScript on Node.js.
Who Uses It?
Teams running JavaScript on the server, microservice architectures, and companies that value fast iteration with a unified JS stack.
8. Rest
An API design and integration assessment that measures how candidates design, document, and harden HTTP interfaces.
What Challenges Appear?
Designing resource models, specifying idempotency and error handling, versioning strategies, and contract or integration tests.
Languages supported: Language-agnostic design prompts, implemented in Node, Python, Java, or Go during practical tasks.
Who Uses It?
Platforms that expose APIs, integration-heavy companies, and engineering groups responsible for multi-team contracts.
9. Git
A practical evaluation of version control fluency, branching strategy, and collaboration hygiene.
What Challenges Appear?
Resolving complex merge conflicts, rebasing a feature branch, writing clear commit histories, and explaining release workflows.
Languages supported: Tooling-agnostic, usually performed in a terminal simulation or a small repo.
Who Uses It?
Teams with distributed development models, open-source organizations, and engineering groups that depend on rigorous CI pipelines.
10. TypeScript
A test of type system design, migration reasoning, and maintaining large JavaScript codebases with safety.
What Challenges Appear?
Adding or tightening types on an existing codebase, designing safe generic APIs, and fixing type-driven compile errors while preserving runtime behavior.
Languages supported: TypeScript and interoperability with JavaScript.
Who Uses It?
Large-scale applications, fintech, or regulated products that value type safety, and teams that prefer long-term maintainability over short-term flexibility.
11. Python
A multi-purpose assessment for scripting, backend services, and data work using Python’s standard libraries and ecosystem.
What Challenges Appear?
Algorithmic problems, small web-service tasks, data transformation with pandas, and unit testing or packaging exercises.
Languages supported: Python variants and shared data libraries.
Who Uses It?
Data science teams, automation-heavy engineering groups, and backend services that rely on Python’s readability and ecosystem.
Related Reading
• How to Conduct Online Coding Test
• Software Developer Job Description Example
• Developer Screening
• Software Developer Performance Metrics
• Average Time to Hire Software Engineer
Top 35 Programming Assessment Test Platforms
We list 35 concise mini-profiles below, each modeled after the Filtered.ai example, so you can quickly compare their purpose, capabilities, and fit. I frame practical tradeoffs and the defining strengths you need to choose the right assessment tool for the stage and scale of hiring.
1. Noxx
Noxx uses an AI recruiter to screen large applicant pools and surface a validated top 10 shortlist in seven days, shifting hiring from slow, subjective filtering to a rapid, regionally calibrated recommendation. It emphasizes transparent salary expectations, regional candidate normalization, and pay-for-success terms that reduce upfront cost and recruiter friction.
Features:
AI screening modeled on recruiter behavior using 40+ signals and regional datasets
Automated salary expectation matching and timezone-aware shortlisting
No upfront fees, success-based payment model
Bulk CV and artifact ingestion with automated ranking
Best for startups and lean teams that need vetted, time-zone-aligned talent quickly, without recruiter retainers or long sourcing cycles.
2. Filtered.ai
Filtered pushes hiring toward skill-based evaluation with project-based templates, custom templates, or automated job description imports, so you can interview the right people. Authentication ties tests to professional profiles to reduce the risk of impersonation, while the platform produces leaderboards to prioritize interviews.
Features:
Authentication through LinkedIn, GitHub, Bitbucket, GitLab, or Facebook
Tests for 30+ languages and multiple seniority levels
Benchmarks for execution time, memory use, and code quality
Live video and technical interviewing interface
Best for companies hiring at scale that require strong candidate verification and want to turn ambiguous openings into measurable skill gaps.
G2 Rating: 5/5 (10+ reviews)
3. HackerEarth
HackerEarth standardizes screening and technical interviews with an extensive question library and built-in proctoring so teams can scale without rebuilding assessments from scratch. It focuses on breadth and process control for volume recruiting.
Features:
Library covering 80+ skills and 12 job roles with 13,000+ questions
Automatic leaderboards and role-based test creation
Integrated proctoring and anti-cheat controls
Event-friendly assessments for hiring drives
Best for organizations running campus programs, hackathons, or high-volume technical hiring that need a secure, repeatable screening layer.
Capterra Rating: 4.6/5 (11+ reviews)
4. Toggl Hire
Toggl Hire extends skills testing beyond engineering into marketing, sales, and support, utilizing easy-to-use templates to screen broadly while maintaining an approachable UI for non-technical recruiters. It aims for speed and simplicity to reduce time wasted on poor fits.
Features:
Template library for role-specific skills
Customizable testing flows for diverse positions
Candidate-facing sharing and quick results
Freemium plan and tiered paid options
Best for small teams and generalist hiring where speed and low friction matter more than deep technical verification.
Capterra Rating: 5/5 (6+ reviews)
5. Tests4Geeks
Tests4Geeks offers developer-written programming tests designed for pre-screening, with branding customization and straightforward pricing for teams that primarily hire developers. It focuses on realistic, role-aligned questions authored by working engineers.
Features:
Ready-made tests across in-demand languages and platforms
Linkable prerequisites for job postings
Custom test creation and branded reports
Unlimited plan at a predictable monthly cost
Best for recruiters or agencies focused solely on developer hiring who want developer-authored tests and white-labeled reporting.
Capterra Rating: 4.9/5 (14+ reviews)
6. DevSkiller Platform
DevSkiller reproduces real-world work in tests, offering thousands of tasks and tools to identify skill gaps in current teams as well as new hires. It aims to surface practical coding habits rather than synthetic puzzle-solving.
Features:
4,000+ task library and project-based challenges
Tools to reduce bias and measure diversity outcomes
TalentBoost for internal upskilling insights
Tiered pricing for TalentScore and TalentBoost
Best for teams that want job-like tasks to evaluate both external candidates and internal developer readiness.
Capterra Rating: 4.8 (44+ reviews)
7. Sphere Engine
Sphere Engine offers APIs to create customized coding assessments and scoring systems, enabling companies to integrate automated evaluation into their hiring or educational workflows. It is developer-friendly for teams that want complete control over test mechanics.
Features:
API-first custom testing and scoring
Support for 80+ languages and technologies
Automated grading of complex coding tasks
Educational channel with real-time feedback
Best for engineering-led hiring teams or learning platforms that need programmable assessment primitives rather than off-the-shelf tests.
G2 Rating: 4.8/5 (6+ reviews)
8. CodeSubmit Tool
CodeSubmit centers on take-home challenges and pair-programming environments, with containerized execution and short, auto-graded screening problems that surface the best candidates for deeper interviews. It balances lightweight screening with the ability to drill down on finalists.
Features:
Browser-executed CodePlay containers, including mobile simulation
Screening Bytes for rapid automated evaluation
Support for 60+ languages and frameworks
Branding and tiered pricing
Best for companies that screen candidates selectively and want high-fidelity take-home assignments or pair programming for shortlisted candidates.
G2 Rating: 4.8/5 (6+ reviews)
9. CodinGame Platform
CodinGame combines candidate training and employer assessment through gamified challenges, making tests engaging while covering a range of front-end to back-end skills. It focuses on candidate experience to reduce drop-off.
Features:
Role coverage across 80+ predefined job templates
3,500+ coding challenges spanning 60+ technologies
Non-technical recruiter-friendly scoring summaries
Gamified sessions to keep candidates engaged
Best for companies that want an energetic, brand-friendly recruiting funnel and value candidate experience as a signal of cultural fit.
Capterra Rating: 4.8 (4+ reviews)
10. CodeSignal
CodeSignal offers role-based certified assessments and integrated interview tools to centralize testing and interviewing. It emphasizes standardized metrics so teams can compare candidates objectively across pipelines.
Features:
Certified, validated role-based assessments
Support for 70+ languages and tools
Plagiarism detection and keystroke playback
Remote collaborative interviewing built in
Best for enterprises seeking a single platform for testing, interviewing, and consistent scoring across hiring teams.
Capterra Rating: 4.7/5 (43+ reviews)
11. Adaface Tool
Adaface presents conversational, candidate-friendly assessments that combine psychometrics and technical checks to reduce test aversion and capture on-the-job aptitude. It aims to keep candidates engaged while producing actionable signals.
Features:
Conversational bots for technical and soft-skill evaluation
Psychometric and aptitude testing modules
Extensive skill taxonomy covering 700+ skills
Automated flows for graduate hiring
Best for teams hiring entry-level roles or companies that want to minimize test anxiety and maximize completion rates.
Capterra Rating: 4.7/5 (12+ reviews)
12. Triplebyte
Triplebyte matches employers to a pool of prescreened engineers, letting recruiters tap a database of candidates who already have skill evidence on their profiles. It reduces sourcing time by surfacing vetted talent directly.
Features:
Database of 100,000+ engineers with assessment results
Free screening option for external applicants
Skill profiles with detailed breakdowns
Sourcing and outreach support
Best for companies that prefer curated sourcing to broad advertising and want a quicker route to candidates who have passed a technical filter.
G2 Rating: 4.6/5 (44+ reviews)
13. Codility
Codility emphasizes objective, evidence-based technical recruitment with tools for enterprise compliance and scalability, including a live whiteboard for interviews and pre-interview test creation. It helps large teams compare candidates consistently.
Features:
CodeLive virtual whiteboard for interviews
Role-based pre-interview tests and onsite coding events
Multi-language support and enterprise controls
Recruiter-friendly dashboards and compliance features
Best for large organizations needing enterprise-grade controls and consistent, auditable technical assessments.
Capterra Rating: 4.6/5 (23+ reviews)
14. TestGorilla
TestGorilla pairs technical tests with personality and values assessments, helping hiring teams predict role performance beyond a candidate's resume. It automates grading while giving recruiters a broader view of candidate fit.
Features:
Library of expert-reviewed tests
Automated ranking and scoring
Candidate snapshots during testing to deter cheating
Mobile-friendly and values-based assessments
Best for hiring teams that want to combine hard skills with culture and behavioral signals in early-stage filtering.
Capterra Rating: 4.5/5 (107+ reviews)
15. Vervoe
Vervoe utilizes AI to evaluate both technical and interpersonal skills simultaneously, with customizable training of the scoring model to ensure assessments align with company values. It supports immersive question types to simulate on-the-job tasks.
Features:
AI-trained scoring aligned to company values
10+ immersive question types, including video and coding
Branding and messaging customization
Soft-skill and technical blending
Best for teams that value both communication and craft, and want scoring that aligns with their hiring rubric.
Capterra Rating: 4.5/5 (65+ reviews)
16. CoderByte
CoderByte offers screening, interviewing, and assessment services with straightforward pricing and diverse test modalities. It focuses on affordability and accessible workflows for small teams.
Features:
Multiple choice, coding challenges, and open prompts
Reporting on the coding process and the troubleshooting approach
Unlimited access plan for one price
Migration tools for existing workflows
Best for budget-conscious teams that need a full stack of assessment tools without per-candidate fees.
Capterra Rating: 4.5/5 (46+ reviews)
17. HireVue
HireVue blends live and on-demand interviewing with structured, psychologist-vetted guides and AI-driven candidate engagement to scale pre-hire assessment. It targets consistent, fair evaluation across high-volume screens.
Features:
Live and recorded interview capabilities
Pre-hire assessments for standardized evaluation
AI-driven candidate engagement and automated workflows
Structured interview guides for fairness
Best for HR-led hiring operations that need a single platform for interviewing and early-stage evaluation.
Capterra Rating: 4.5/5 (40+ reviews)
18. HackerRank
HackerRank supports large-scale technical hiring with a broad role catalog and validated assessments used by thousands of companies, aiming to make comparisons reliable across recruiters and hiring managers. It combines prebuilt tests with anti-cheat tools.
Features:
Millions of validated assessments and role templates
Coverage for 95+ technical roles and 40 languages
Plagiarism detection and proctoring controls
End-to-end hiring workflows
Best for enterprises and scale-ups that require a mature, repeatable assessment engine across many hiring stages.
Capterra Rating: 4.5/5 (39+ reviews)
19. Interview Mocha (Imocha)
Imocha packages calibrated assessments, remote video, and AI proctoring into a remote-ready platform, allowing HR teams to own technical hiring without constant engineering support. It emphasizes ease of integration with ATS systems.
Features:
2,000+ calibrated assessments
Live remote interviews and ATS integrations
Technical and functional skill blends
AI LogicBox for languages without compilers
Best for non-technical HR teams who want to run and control technical screening without heavy engineering involvement.
Capterra Rating: 4.5/5 (28+ reviews)
20. Qualified
Qualified builds assessments that mirror real work and lets engineering teams embed tests into existing workflows, offering detailed reports suitable for both hiring and developer education. It supports collaborative pair-program sessions for deeper evaluation.
Features:
Embeddable assessments and detailed skill reports
Similarity checks and pair-program transformations
Custom project-based challenge builder
Use for hiring and continuous learning
Best for teams that involve engineers deeply in hiring and want assessments that double as development feedback.
Capterra Ratings: 4.5/5 (6+ reviews)
21. Xobin
Xobin targets high-volume screening across technical and managerial roles, offering unlimited assessments, campus recruitment features, and psychometric testing to expand the funnel without burdening hiring managers. It is designed to expedite decisions when candidate pools are extensive.
Features:
Unlimited assessments and integrated compilers
Video-assisted shortlisting and campus recruitment support
Psychometric testing and role-based libraries
Tiered plans for different traffic needs
Best for organizations scaling recruitment across campuses, entry-level hires, and non-tech roles while keeping a one-stop assessment hub.
Capterra Rating: 4.5/5 (4+ reviews)
22. WeCP (We Create Problems)
WeCP emphasizes challenging, candidate-friendly problems that dramatically reduce time-to-hire, with anti-cheating measures and scheduling automation to keep finalists engaged. It aims to impress top talent while protecting test integrity.
Features:
Flexible skill distribution per test
AI proctoring, question shuffling, and plagiarism checks
Live monitoring and automated interview scheduling
Accessible UI with pre-built tests
Best for hiring managers who want to attract ambitious problem solvers with memorable, high-quality tests.
Capterra Rating: 4.4/5 (8+ reviews)
23. Otomeyt
Otomeyt combines sourcing, assessment, and interview workflows with AI-powered evaluations for both technical and non-technical roles, along with compliance tracking for regulated hiring. It pairs customer support and training for recruiters with scalable packages.
Features:
Scaled packages from startup to enterprise
Dedicated onboarding and recruiter training
Compliance management and cloud workflow tools
AI assessment for non-tech roles
Best for companies that need a single vendor to manage sourcing, assessment, and compliance across diverse hiring needs.
G2 Rating: 4.3/5 (41+ reviews)
24. TestDome
TestDome offers pay-per-candidate pricing and pre-built tests spanning technical and non-technical skills, valuable for teams that hire sporadically and want predictable per-hire costs. It focuses on straightforward, practical screening.
Features:
Pre-built tests across many disciplines
Per-candidate pricing with no subscription requirement
Customizable templates and multi-user accounts
Simple reports for fast decision making
Best suited for organizations with intermittent hiring needs that prefer a pay-as-you-go model over subscription-based options.
Capterra Rating: 4.3/5 (36+ reviews)
25. Mercer Mettl
Mercer Mettl combines proctored coding assessments with language and behavioral evaluations, plus hackathon hosting to engage internal teams and external talent. It aims at enterprise L&D and hiring integration.
Features:
Scalable proctored assessments
Coding environments with spoken English testing
Campus hiring modules and hackathon support
Usage-based pricing model
Best for enterprises that want assessments tied into learning and development as well as fresh graduate pipelines.
Capterra Rating: 4.2/5 (16+ reviews)
26. CoderPad
CoderPad offers live, collaborative pads for interactive interviews and integrates with developer-friendly assessments through partnerships, providing candidates with a pleasant live-coding experience. It focuses on accurately reproducing real coding sessions.
Features:
Online IDE for live interviews across 30+ languages
Role templates and take-home project options
Collaboration with CodinGame for candidate-friendly tasks
Scalable pricing that grows with team size
Best for teams prioritizing live, interactive interviews and candidates who prefer an IDE-like environment during evaluation.
G2 Rating: 4.2/5 (8+ reviews)
27. Hired Assessments (GetPy)
Hired creates flexible, experience-aware challenges that evaluate communication, reasoning, and implementation. It supports video explanations and admin dashboards for team comparisons.
Features:
One-click code execution and editor support
Question bank and custom creation options
Candidate video recording to capture reasoning
Admin dashboards for performance benchmarking
Best for companies that want to see how candidates explain tradeoffs and communicate while solving real problems.
Capterra Rating: 4.1/5 (267+ reviews)
28. Glider AI
Glider focuses on compliance and accessibility while offering simulations and multi-device proctoring, positioning itself for regulated hires and cross-functional roles. It builds assessments that measure both creativity and technical skill.
Features:
Screen bot for automated interaction and screening
Guided technical interview workflows with auto-scoring
Simulations and multi-device proctoring for realism
Role-agnostic assessments spanning industry functions
Best suited for organizations requiring compliant and accessible assessment systems across various job types.
Capterra Rating: 3.6/5 (7+ reviews)
29. LeetCode
LeetCode is best known as a platform for practice and contests, but it also offers assessment tools and sponsored contests to help companies identify active and engaged developers. The community and question bank make it a familiar touchpoint for many candidates.
Features:
Large community and contest-driven discovery
2,100+ practice questions and explore pathways
Employer-sponsored contests and challenge-based sourcing
Best for companies that want to tap an active community of candidates who already practice and compete on algorithmic problems.
30. Byteboard
Byteboard conducts project-based, time-boxed interviews evaluated against structured rubrics to predict on-the-job performance, utilizing anonymized scoring to minimize bias. It mirrors asynchronous engineering work rather than handshake puzzles.
Features:
Expert-authored prompts evaluated with rubrics
Time-boxed, take-home format simulating real engineering work
Role coverage across backend, web, mobile, and data engineering
Fully anonymized evaluations for fairness
Best for hiring windows late in the funnel where the aim is deep, predictive evidence of job performance rather than broad sourcing.
31. CodeScreen
CodeScreen uses asynchronous, realistic coding challenges with private GitHub repositories to let candidates demonstrate work quality in a comfortable setting, then returns detailed analysis to hiring teams. It targets high-fidelity take-homes over live stress tests.
Features:
In-house tests with private GitHub repos for submissions
Time-bound tasks with automated evaluation
Detailed candidate performance analysis and reports
Monthly pricing tiers with a trial period
Best for companies that want thorough, work-like assessments for top candidates before committing to live interviews.
32. Alva Coding Tests
Alva Coding Tests publishes real-world tests hosted on GitHub and designed by engineers from leading tech firms, with Gitpod-powered environments to replicate production workflows. Scorecards simplify qualitative code review into structured feedback.
Features:
Tests authored by engineers from companies like Stripe and Spotify
GitHub-powered workflows and hosted Gitpod IDE options
Code review scorecards for consistent judgment
Broad stack support for modern development stack
Best for teams that value industry-calibrated, repo-native testing and want to evaluate candidates inside an actual developer environment.
33. AlgoExpert.io
AlgoExpert focuses on interview prep and curated problems with video walkthroughs and multiple solution approaches, pairing learning with an execution environment for practice. It emphasizes depth and explanation for mid-to-senior candidates.
Features:
160+ hand-picked algorithmic questions
Video explanations and multiple solution patterns
System design course and multi-language execution workspace
Focus on interview readiness for experienced candidates
Best for developers preparing for high-bar interviews and hiring teams that want candidates to be comfortable with deep algorithmic reasoning.
34. Educative.io
Educative teaches coding patterns and interactive exercises, concentrating on transferable patterns that solve most interview problems, to compress study time and increase problem recognition. It blends guided lessons with practice sandboxes.
Features:
Pattern-driven courses such as Grokking the Coding Interview
Interactive code exercises with immediate feedback
Broad topic coverage from basics to advanced algorithms
Mobile-friendly learning experience
Best for candidates and teams that prefer structured, pattern-based training to accelerate interview preparation and reduce question memorization.
35. CodeScreen
CodeScreen reappears in some markets as an asynchronous assessment focused on stress-free, time-boxed take-home tasks with GitHub integration and automated grading, designed for the reliable identification of top candidates. It emphasizes candidate comfort and detailed scoring.
Features:
Private repo-based test environments
Time-limited take-homes with automated analysis
Scalable pricing and administrative controls
Reports tailored for hiring managers
Best for teams that place a premium on candidate experience and want deep, artifact-based evidence before advancing finalists.
Related Reading
• Software Developer Onboarding Checklist
• Remote Software Engineer Salary
• Which Country has the Best Developers
• Find Remote Developers
• Questions to Ask a Developer in an Interview
• How to Hire Remote Developers
Upload a Job and Get 10 Candidates within 7 Days with Noxx (No Risk, No Upfront Fees)
We recommend considering Noxx, the AI recruiter that converts slow, noisy screening into clear decision signals, allowing you to spend your time selecting the right hire instead of sifting through resumes. Noxx can surface 10 candidates within 7 days and charges a 3% success fee only when you hire, allowing you to try the approach without a significant upfront investment.
