I felt really disappointed by the recruitment process. I applied for the software development engineer position in London and was given a HackerRank test to resolve. It took me 50 minutes out of the 2 hours available to submit the solution, with good code quality and a 100% result.

Then, I was contacted by recruiter Christopher, who offered me a DevOps role (not developer). When I asked if there were any open vacancies in the Development Department, I was told that they were looking for more experienced candidates who could mentor mid and junior-level engineers, without even speaking to me once.

I know my 2 years of professional experience are probably not good enough to mentor others. However, based on the prescreening test result, I would never dare, in such a demanding job market, to tell a candidate with such an outstanding score that they are not good enough and do not fit the role, without even speaking to them.

I think you may be losing a lot of talent with such an approach. From my perspective, there should always be a place in big organizations for talented newcomers, especially those who look promising from the very early prescreening.

1. FizzBuzz
2. Verify correctness of credit card number
3. Text searching