Our microservices developer assessment test examines candidates’ knowledge of core microservice architecture concepts, including the ability to analyze current situations to identify areas of improvement and reduce organizational and architectural risks.
Customize skills according to your needs. Adjust the distribution of skills and the questions.
Bring custom questions that you’ve already framed. Plus, validate them in 1 click.
Set passing criteria such as Select, Potential, and Reject to filter out unqualified candidates.
Increase the completion rate of your microservices architecture assessment test for hiring with automated boosting + candidate engagement.
30 Mins, 45 Mins, 60 Mins, 90 Mins, 120 Mins
Knowledge, Thinking, Work Sample
AI-based: Video, Web, Audio (Optional)
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Add your candidates or source from WeCP
Talent Pool
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Screen candidates using this microservices developer assessment test & invite the shortlists for a live interview.
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Conduct live interviews using coding IDE, questions and whiteboard
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Proceed for onboarding the final hires to your team
in 1-click
The WeCP microservices architecture assessment test for hiring was designed to help you find the right candidate for the microservices developer position at your company. This test measures the most fundamental qualities a skilled and high-performing candidate for a microservices developer position must possess.
The criteria prioritized by our microservices developer assessment test for hiring include the following:
Overall, our online microservices developer assessment test for hiring measures candidates’ knowledge, thinking ability, hands-on proficiency in programming skills, and ability to create and deliver timely performance reports.
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Clearly describing your hiring needs will help candidates identify whether they can fulfill the role or otherwise. Criteria you’ll need to address include skills requirements, on-site or remote working, and full-time or part-time hiring.
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To be successful in sourcing talent, you must utilize the right channels to find the best candidates. Building a talent pool will save an amazing amount of time when finding suitable candidates.
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The next step is to keep your candidate engaged, as your competitor is also seeking the best talent for their organization. By maintaining consistent communication with your candidate during the hiring process, you will be able to retain their attention.
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The importance of screening can never be overemphasized. This process allows you to determine who is best for the position based on their skills without bias. Therefore, you need to find a tool that helps you assess not only the best and least but also candidates with high potential.
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A positive interview experience is crucial in achieving the highest offer conversion rate. You must ensure that both the hiring process and the platform assist you in achieving this goal.
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Once you have concluded and decided to hire a candidate, ensure that the onboarding process is smooth and that the candidate does not have any difficulties during the process.
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In fact, this could also be applied in most of the other roles out there. To perform better, candidates need to have a firm grasp of microservices architecture fundamentals to do their best.
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An individual’s skill level when performing a task in the real world is determined by how well they perform hands-on assignments within a given field.
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Technical communication is vital in terms of individual work as well as collaborative work between members of a team. Thus, it is one of the most essential evaluative criteria in our microservices developer assessment test for hiring.
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High-quality code makes it easier for teams to collaborate on comments, proper indentation, clear notation, and simplicity of flow. This way, high-quality code becomes easier to read, modify, and edit. Therefore, it plays an important role in every candidate’s evaluation.
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When hiring microservices developers, plagiarism is one of the strict no-nos. If a microservices developer cannot analyze and assess what has been built and improve it independently, then there is no point in putting them on large-scale projects.
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Undoubtedly, microservices developers are problem solvers at their core. Therefore, when a problem arises, they must be able to solve it naturally.
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Hiring a microservices architecture developer with good skills but poor productivity is not beneficial. Regardless of their skill level, such a person will negatively impact the project’s completion rate.
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Ranking or percentile helps you to identify the best candidates and guides you in selecting them accordingly. It enables you to locate the best candidates to engage in specific projects and achieve results.
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Ultimately, it’s not only about a candidate’s skills but also their attitude to work with the team leader to achieve better results.
Our pricing plans are based on volume and the features you choose. We tailor our plans to fit your hiring needs and volume. So please, don’t hesitate to contact us for a custom quotation.Ultimately, it is not only about a candidate’s skills but also their attitude to work with the team leader to achieve better results.
Several Customers of WeCP say we are the best of all tools in the market from questions quality perspective. Many others say we’re one of the best enterprise software for hiring accuracy (i.e., 100% of the techies screened by WeCP have been found super productive in their work). In addition, enterprise brands like Infosys, Mindtree, and Adobe have previously mentioned that they found WeCP as one of the most robust tools for big hiring drives of up to 100,000 candidates writing their coding hackathons.
Besides, 4-click technical hiring (Source > Screen > Interview > Onboard) is the most significant differentiator of WeCP. For easier distinction, we’ve prepared a detailed competitive analysis of WeCP Vs. HackerRank, WeCP Vs. Codility, WeCP Vs. HackerEarth, and WeCP Vs. CodeSignal. Also, check out this google search about the best technical screening tools.
Yes! All business plans include a dedicated account manager and 24×7 email/chat/phone support.
For A-Z technical roles of all the three levels – entry-level (0-3 yrs), mid-level (3-5 yrs), senior level (5+ yrs). Checkout the skills and roles we support. Do also checkout the different assessment methods we offer. They’re really cool!
Just contact us and we’ll be more than happy to help.
