Story time: at my first company, we needed to hire fast. We just didn't have time to interview every candidate, so we used resumes to screen out candidates and made a short list for behavioral interviews (as most people do).

But here's the thing: a bad resume does not mean that someone is a bad candidate. Developers are NOT marketers -- even though we sometimes like to think we are .

So fast forward 4 years, I'm helping a friend hire devs for his new project and meet with the perfect candidate (Dan). Dan is driven, smart, great communicator, all of that good stuff. So we made him an offer on the spot and then he let me know that he had actually applied to work for me 4 years ago, and never got an interview..

I lost out on 4 years of working with an incredibly talented individual, and I was upset.

So I shipped something!

Introducing GreatFit.ai: we help hiring managers and founders find Great Fits -- not just good coders.

Companies create a link to a chatbot (we brief the bot to ask the candidate for help with a relevant coding problem), share it with candidates, and read the transcripts (and summaries).

I guarantee you that if I had read a transcript of this guy mentoring a junior developer I wouldn't have missed out on working with him.

If you're hiring developers and have a hunch that you're filtering out great candidates, I'd love to chat to you and see if we can help (the product needs some awesome early adopter types if you're down!). If you're a developer, I'd love for you to play around with our prompt here and let me know how it goes!