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DevSkills Documentation

Doing a code review

Two parts comprise a code review:

  • Code review scoring
  • Decision

The code review scoring is a scorecard that pursues the following three goals:

  1. Provide an in-depth picture of the candidate's technical competence based on the results of their work.
  2. Provide the interviewer with a "review script" to save their time doing a code review.
  3. Standardize candidate evaluation to eliminate bias.

The decision represents an overarching conclusion of the code review assessment.

How to code review

  1. Navigate to the candidate's page.
  2. Make sure the candidate has created a Pull Request with their implementation (you can click on the "Up for review" badge for quick access).
  3. To get the context, go through the candidate challenge's README.
  4. Create a new code review by clicking on the "+ New code review" button in the "Code review scoring" area and proceed through the scorecard. Some aspects might still be unclear and require double-checking with the candidate which you can do either during a follow-up tech interview with them or by asking your questions directly on the Pull Request.
  5. Once you're done with the scorecard, it's time to add your decision on whether it's a good idea to promote this candidate to the next stage in the interview process. Click on the "+ New hiring decision" button, select your decision, and leave any clarifying comments.

Communication tips

Although it might seem insignificant, effective communication can drastically speed up the code review and improve everyone's experience. And you, as the interviewer, set the tone.

Tips on commenting on a Pull Request

  1. If you hesitate to score a particular candidate's competence, ask a clarifying question in their Pull Request.
  2. Before you ask a question, it's good to introduce yourself.
  3. When asking a question, identify what piece of information you want to get from the candidate. Then state your question as specifically as possible to get that info from them.
  4. If the candidate answered incorrectly, don't shame them or explain why it's a bad idea — your ultimate goal is to fill in the evaluation rubric. You can share your feedback after the interview process has been completed.

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