Fintech firms are becoming increasingly reliant on ‘take-home projects’ in their hiring process, leading to frustration among job seekers. Despite employers suggesting these projects should only take a handful of hours, some candidates have found themselves spending whole weekends on these tasks. Such demanding requirements have raised concerns about a culture of perfectionism in the job market.
An anonymous developer, who spent an entire weekend on a single project, fears the rise of such perfectionist culture isn’t limited to development but is creeping into various sectors. Prolonged time and effort invested can lead to stress and burnout, and a more reasonable timeframe is suggested for work-life balance.
Clearer communication guidelines are proposed by industry veterans to ensure transparency and maintain candidates’ well-being. This developer’s experience highlights broader issues about workplace well-being and job satisfaction. Healthy work practices are crucial for employee retention and productivity.
While supporters of take-home projects argue they more accurately reflect a candidate’s skills than the previous platform Leetcode, opponents missed Leetcode for its structured and predictable nature. These critics believed Leetcode allowed them to showcase their skills without consuming much of their free time.
Charles Chen, VP Engineering at OwnIt, encourages use of CodeRev, a code reviewing software, as it allows a more realistic assessment of a developer’s skills. He added too much focus on Leetcode problems may not entirely reflect a candidate’s problem-solving abilities or readiness to face real-world scenarios.
However, the integrity of work done through take-home projects is under concern. With a lack of means to confirm whether the candidates completed the projects themselves raises apprehensions about the credibility of this method of assessment. Companies are resorting to stringent measures such as time-bound online tests, real-time monitoring, and extensive interview discussions related to the project.
Despite precautions, eliminating the risk of potential outsourcing completely remains a challenge. Therefore, a multi-faceted approach comprising traditional interviewing techniques mixed with take-home projects is advocated. It is important to stress the value of originality and integrity in the selection process.
While debates continue in the industry regarding which method to use for recruitment, the future of fintech recruitment seems to be tending towards a balanced approach incorporating technical skill assessment with real-world applicability, thereby enhancing diversity in the recruitment process.
