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These are just a small sample from our library of 10,000+ questions. The actual questions on this test will be non-googleable.
Which SOLID principle is followed by the given code snippet?
"With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!"
- Brandon Lee, Head of People, Love, Bonito
Customized by subject matter experts to cater to job roles for all experience levels (fresh grads to 8-10 years) within your organization.
Adaface assessments have an average test taking rate of 86% as compared to an industry standard of 50%.
Adaface assessments have relevant questions that test for on-the-job skills. We do not expect candidates to solve puzzles/ trick questions.
"The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening."
- Human Resources Manager, Singapore Government
Adaface SOLID Principles Test will be customized to accurately evaluate on-the-job skills required for your role.
The SOLID Principles Online test helps recruiters and hiring managers to identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves expensive engineering time by filtering out unqualified candidates.
SOLID is an acronym for the five important object-oriented design (OOD) principles that are intended to make software designs more reusable, maintainable, understandable, and flexible. SOLID principles are used in all object-oriented programming languages such as Java, C#, Python, etc.
The Adaface SOLID Principles test screens candidates for the typical skills recruiters look for in a Software Engineer:
The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The SOLID Principles test is ideal for helping recruiters identify which candidates have the technical skills to do well on the job.
The SOLID Principles test will consist of ~25 MCQs/ scenario-based questions crafted by subject matter experts and will cover a broad spectrum of topics within Object-oriented Designing and SOLID fundamentals. Use this SOLID Principles test to streamline your hiring process.
Here is a list of topics (only for reference, actual topics and questions for your custom assessment will be chosen by our subject matter experts based on your job description/ ideal candidate persona).
(100% free to get started, no credit card required)
In Object-Oriented Programming, SOLID is an acronym for five important design principles intended to make software designs more reusable, scalable, and robust. Promoted as a subset of a set of principles by Robert C Martin, the SOLID principles are important for the creation of robust software that has low coupling, high cohesion, and strong encapsulation.
S.O.L.I.D stands for:
S – Single-Responsibility Principle.
O – Open-Closed Principle.
L – Liskov Substitution Principle.
I – Interface Segregation Principle.
D – Dependency Inversion Principle.
As per the SRP, a class must have only one responsibility and should do only the task for which it has been designed.
Benefits of using SRP: Reduced coupling and understandable code.
As per the OCP, software entities such as classes, functions, modules, etc, should be written in such a way that it must be easily extensible with new features without changing its existing code in use.
Benefits of using OCP: Codebase that is robust and reusable.
LSP was defined by Barbara Liskov and says that objects in a program must be replaceable by instances of their subtypes without altering the correct functioning of that program.
Benefits of using LSP: Class hierarchies are easier to understand.
As per LSP, a class should not force any client to implement an interface that is irrelevant to them. It is the first principle that is applicable to Interfaces instead of classes.
Benefits of using ISP: Decoupled system and easy refactoring of code.
As per DIP, a particular class should not depend directly on another class, but rather on an abstraction of this class.
Benefits of using DIP: Reduced coupling.
SOLID principles are applicable for all object-oriented programming languages such as Java, C#, Python, etc.
You should expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.
Here's what's different with Adaface:
We have the following anti-cheating features in place:
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 60%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.
Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.
No. Unfortunately, we do not support practice tests at the moment.
You can check out our pricing plans here.
You can sign up for free and check out the platform here. The dashboard has a sample assessment for you to review the quality of questions and check out the candidate experience of a chat based assessment. Since our questions are premium, we are unable to share sample questions for a particular skill/ technology. You can also review our sample public questions here.
Check out our quick guide on requesting a custom assessment here.
1. Choose the most appropriate
test for your role
2. Start inviting candidates to
complete the assessment
3. Receive real time
notifications and shortlist the best candidates
1. Get a custom assessment from
our library of 700+ skills within 48 hours
2. Start inviting candidates to
complete the assesment
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience. Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.
Tired of traditional assessments with trick questions and low completion rates?
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
The best practices for implmenting pre-employment testing in your company.
We evaluated several of their competitors and found Adaface to be the most compelling. Great default library of questions that are designed to test for fit rather than memorization of algorithms.
(100% free to get started, no credit card required)
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