I don't recommend you to apply for this company. In case you want to apply, you can look at my solution for the first round. (http://jsfiddle.net/cjgg1ckc)
We detached this subthread from https://news.ycombinator.com/item?id=12019795 and marked it off-topic.
Did you have any issues with the BaseCase recruitment process? I'll try my best to answer any questions you may have.
Glancing at the logs, I think you are objecting to the fact it took ~9 business days to review your solution? I agree that this is long (and longer than usual). I can confirm that I'm restructuring how we handle our recruitment process to speed-up the review process (more people are being involved in the process).
As a courtesy, I would ask that you refrain from posting solutions to our screening tests here. It defeats their purpose, and potentially wastes multiple people's time (both mine and the applicants).
Regards,
Diarmuid / CTO of BaseCase
Their process is completely broken (they require candidates to spend hours on at least two assignments before even an initial interview).
This might be OK if an applicant had no CV or portfolio. In any case, most companies (large and small) thankfully don't do this.
1. Screening test (~10-20min)
2. Outline of salary range, working environment, product, and of remaining recruitment process (our "FAQ").
3. Final "software architecture" test (3.5hrs - 6hrs avg, 9hr max)
4. ~2 1hr interviews
5. Offer
Note that after the 10-20min screening test we disclose the rest of the process in detail as a matter of course.
I understand that you might disagree with this process but I think it's reasonably transparent to participants. We've hired several people in the past year and I hope to continue to hire into the future.
Out of curiosity, how would you structure an ideal recruitment process? I'm genuinely interested in alternative methods of assessing people's ability to write high-quality code. (I've found CV/portfolio-based assessments unreliable, but it may be that I haven't done them "right").
If you have any additional criticisms of the process I'm open to discussion. Hiring is tricky and I'm sure we can do better.
Regards,
Diarmuid / CTO of BaseCase
Step 1: Specify what high quality code IS.
Step 2: Ask them to write high quality code.
Step 3: ???
Step 4: Profit.
You are taking the shotgun approach of asking everyone open-ended questions and if they don't strike your particular nerve, you dismiss them. You're not testing for ability, you test for luck. Most people are capable of following directions, but you are not providing direction. You just expect people to kinda know what it is that you're looking for.
Anyhow, won't recommend applying either.
For your new recruitment process, I would suggest not to use automated cold emails. Better call each candidate. Most companies do that. FYI
I'd like to clarify one thing - none of your communications with BaseCase were 'automated' on the BaseCase-side. Every email that was signed-off by a person was manually sent by someone on our team. For 'common' emails, we do use email templates, but a person actually decides to send the template, not a bot.
(Technical detail: the second software test uses an email bot to time the test, but this bot is not reporting your recruitment status in any way, it's just sending the test and receiving your solution. It identifies itself as a bot in communications.)
I have asked our recruitment manager to send an acknowledgement email after every test submission (they usually do, but in your case you're right that they didn't).
Regards,
Diarmuid