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How CoderScout Works

CoderScout structures hiring as a controlled, multi-stage workflow where candidates are screened and assessed before interviews are scheduled.

This ensures that Hiring Managers and Subject Matter Experts engage only when there is sufficient evidence to justify their time.

Step 1: Receiving applications​

Candidates can be brought into CoderScout in multiple ways:

  • Individual invite using email and name
  • Bulk invite via CSV upload
  • Direct applications using a public Application Form

Application Forms​

Application Forms are fully customizable and can include:

  • Basic details (name, email, phone)
  • Education details (degree, year of passing, CGPA, institute)
  • Experience details
  • Resume upload
  • Custom questions and fields

Each form is associated with a specific Assessment or Contest and generates a unique public URL that can be shared on:

  • Job boards
  • Social media
  • Hiring partner channels
  • Campus placement coordinators

Step 2: Pre-invite filtering (auto-pilot screening)​

Before inviting candidates to an assessment or contest, CoderScout can apply rule-based filters, such as:

  • Minimum CGPA
  • Minimum experience
  • Role-specific eligibility criteria

Candidates who do not meet the criteria are automatically filtered out, while qualified candidates are invited without manual effort.

Step 3: Resume-based profile screening (optional)​

CoderScout also supports resume-first screening using Resume Pools.

You can:

  • Upload individual resumes or zip files containing multiple resumes
  • Parse resumes to extract structured data
  • Score resumes against job requirements using custom criteria

Each assessment can include a Profile Screening step where:

  • Multiple scoring criteria are defined in natural language
  • Each criterion is assigned a weight
  • An overall cutoff threshold determines pass or hold

Candidates above the threshold are automatically invited to the next stage.

Step 4: Skill-based assessment stages​

Candidates then go through one or more stages such as:

  • MCQs
  • Coding or application challenges
  • Notebook or SQL rounds
  • Video Response
  • AI Interview

All stages support:

  • Webcam recording
  • Audio recording
  • Full-screen recording

Candidates complete stages at their convenience, while hiring teams review recordings and playback at their convenience.

Step 5: Evidence, scoring, and leaderboards​

CoderScout provides:

  • AI-based scoring for most stage types
  • Performance insights and summaries
  • Leaderboards highlighting top performers
  • Timeline flags for suspicious activity (tab switch, absence, assistance)

This allows quick, confident shortlisting.

Step 6: Interviews — last and focused​

Only after reviewing:

  • Scores
  • Recordings
  • Playback timelines
  • Resume and profile fit

do Hiring Managers and SMEs step in for interviews.

Assessments vs Contests (important difference)​

Assessments​

  • Used for lateral or individual hiring
  • Candidates can start stages independently
  • Per-stage score cutoffs auto-progress candidates

Contests​

  • Used for campus or mass hiring
  • Stages start and end together for all candidates
  • Questions can be randomized
  • Stage starts are controlled to prevent leakage

Next steps​