Rethinking developers evaluation: Deep Profile and the evolution of tech hiring standards

Did you know that 69% of employers struggled to find qualified tech talent in 2024? (HeroHunt, 2024)

Now more than ever, companies need more precise and reliable ways to evaluate developers. At the same time, professionals expect fair, transparent processes that recognize their real skills, without having to repeat unnecessary tests or interviews. Balancing confidence for the company with recognition for talent has become a critical challenge in tech hiring.

The current problem in tech hiring

Hiring developers today is harder than ever. Traditional methods — resumes, coding tests, or one-off interviews — no longer reflect a candidate’s true potential. Teams end up guessing about skills, adaptability, and collaboration, which leads to slow decisions, risky hires, and missed opportunities.

These fragmented approaches often fail to capture:

• Soft skills and collaboration abilities

Beyond technical knowledge, developers must communicate effectively, work in teams, and navigate complex interpersonal dynamics. Traditional coding tests or resumes rarely provide insights into how a candidate collaborates or resolves conflicts, leaving teams uncertain about cultural and team fit.

• Adaptability to new frameworks or fast-changing environments

Developers must constantly learn and adapt to new technologies. Traditional assessments rarely measure this capacity for continuous learning and growth, leaving companies uncertain whether a candidate can keep up with evolving project requirements.

• Strategic thinking and problem-solving

Modern projects require developers to understand the broader business context, anticipate challenges, and design solutions proactively. Evaluations focused solely on coding skills fail to assess whether a candidate can tackle problems strategically, making it harder to predict real-world performance and long-term impact.

Traditional vetting also introduces subjectivity and bias, as decisions often rely on unstructured interviews or self-reported experience instead of validated, data-driven insights. For tech teams competing for top talent, these gaps create a significant disadvantage.

Why traditional methods fail?

The complexity of modern tech hiring stems from several key factors, and understanding them is essential to improving hiring processes. It’s not just about evaluating whether someone can code; it’s about identifying who can adapt, collaborate, and solve problems in a dynamic environment, while ensuring a positive experience for the developer. Ignoring these factors leads to higher risk of bad hires, talent loss, and delays in critical projects.

Let’s take a look at some of the most important causes behind these challenges

1. Rapid evolution of technology: frameworks, languages, and tools change quickly. A developer may master a stack today and face a completely different environment in a few months. Traditional methods fail to measure this capacity for adaptation and continuous learning.
2. Increasingly complex projects: companies need developers who can integrate solutions at the system level, collaborate across teams, and understand how software impacts the business. Evaluating only coding skills leaves out these critical factors.
3. Developers’ expectations: tech professionals expect clear, fair, and efficient processes that recognize their real abilities. Repeating long, fragmented interviews and tests demotivates and creates friction, making talent attraction and retention harder.
4. Fragmented information: resumes, tests, interviews, and references are often scattered. This leads to decisions based on assumptions or subjective impressions, increasing the risk of bad hires and slowing down the hiring process.

What developers and companies expect

The current challenge in tech hiring affects not only companies but also developers. Understanding their expectations is key to designing fairer and more efficient evaluation processes.

Developers’ expectations

• Clear and fair processes: real skills should be recognized without relying on arbitrary interviews or redundant tests.
• Efficiency: developers value processes that respect their time and avoid repeating assessments they have already completed successfully.
• Transparency: understanding how skills are evaluated and what criteria guide decisions is essential.
• Aligned opportunities: evaluations should reflect not only technical abilities but also work style and career goals.

Companies’ expectations

• Confidence in candidate quality: companies need evidence that developers meet technical requirements and fit the team culture.
• Risk reduction: avoiding bad hires that generate costs from turnover, onboarding, and lost productivity.
• Faster decision-making: more streamlined and centralized processes to compete for top talent.
• Data-driven decisions: objective, validated assessments that minimize subjectivity and bias.

Together, these expectations show that both developers and companies are seeking a more reliable and precise standard, ensuring faster, fairer, and better-aligned hiring decisions. This need positions us as more than just a bridge between talent and companies: it drives us to create products that enable objective evaluation, recognize developers’ true potential, and accelerate decision-making, delivering value to both sides and transforming the way tech hiring is done.

Deep Profile: a new standard in developer evaluation

To meet the expectations of both developers and companies, a more comprehensive, precise, and efficient approach is needed. This is where Deep Profile comes in—a profile that reflects the true potential of each developer.

Why it was created

Deep Profile didn’t arise from theory alone: we created it as developers, experiencing firsthand the frustrations of traditional hiring processes. We know how demotivating it is to repeat tests, interviews, and assessments that don’t reflect real skills, and we also understand how challenging it is for companies to trust that a candidate meets both technical and cultural requirements.

How it works

The profile is more than a digital resume: it is a progressive and validated record combining hard skills, soft skills, work experience, and professional culture. Each profile is built from:

• Developer-provided data: previous experiences, mastered technologies (hard skills), work preferences, and career goals.
• Technical assessments and interviews: coding tests and role-based exercises that validate hard skills, alongside expert interviews and feedback that assess soft skills, such as communication, teamwork, and problem-solving.
• Progressive updates: developers only confirm or revise information that hasn’t been validated or appears inconsistent, avoiding redundancy and accelerating the process.

What makes it different

• Comprehensive and accurate visibility: companies see not only hard skills but also adaptability, work style, and cultural fit (soft skills).
• Risk reduction: combining AI and human validation minimizes biases and evaluation errors, reducing the likelihood of bad hires.
• Efficiency in selection: validated developers are available quickly, speeding up decision-making and saving time on repeated interviews and tests.
• Developer benefits: avoids the frustration of repeating processes, recognizes true potential, and increases opportunities for roles aligned with both technical and personal skills.

Deep Profile thus becomes a new standard in developer evaluation, providing a common language between talent and companies and transforming the way tech hiring is done.

3 key advantages of our solution for tech talent evaluation

1. Time savings

With pre-validated developers, hiring teams significantly reduce hours spent on interviews, tests, and verifications. Internal studies show that up to 130 hours per hire can be saved, time that would otherwise be spent on redundant steps in the process.

2. Reduced risk of bad hires

By integrating hard skills, soft skills, and cultural assessments into a single validated profile, the likelihood of hiring someone who doesn’t meet expectations drops considerably. Industry data indicates that a bad hire can cost between 30% and 50% of an employee’s annual salary in the first year, including onboarding, lost productivity, and turnover. Deep Profile helps mitigate these risks by providing reliable, verifiable information.

3. More objective and reliable selection

The combination of AI and human validation ensures that decisions are based on validated data, minimizing subjective bias and creating a shared language between recruiters and developers. This makes it easier to quickly identify candidates who are the best fit for each project and team.

Deep Profile offers a solution that balances rigor, transparency, and efficiency. By combining AI-powered insights with human validation, it provides a complete picture of a developer’s hard skills, soft skills, experience, and cultural fit—helping companies make faster, smarter, and more reliable hiring decisions.

The result is a new standard in tech hiring: one that empowers companies to reduce risk, save time, and access top talent, while giving developers a fair and transparent evaluation process.

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