freee K.K.
By leveraging Track Test’s assessment data, freee has built a higher-quality, scalable hiring process that actively engages in-house engineers.
freee looks for engineers who combine strong technical skills with the ability to solve complex, specialized challenges. To encourage engineers to take an active role in recruitment, freee uses Track Test to streamline the screening process, strengthen its technical branding, and improve hiring outcomes with objective data.
The Challenge
Previously, resume screening at freee was primarily conducted by HR professionals with engineering backgrounds. However, limited capacity and subjective evaluations hindered effective scaling of the hiring process.
For the engineers we hire, a passion for programming and solid coding skills are just the starting point. Since our main business areas include legal, financial, and HR-related services, engineers must also be quick learners who can grasp complex domains and find practical solutions. Strong problem-solving and communication skills are essential, and naturally, many candidates have a genuine interest in finance and money matters.
Freee HR team could only review a limited number of applications daily before implementing Track Test, which restricted our ability to grow our hiring pipeline. We knew we needed a way to involve more team members in screening and objectively evaluate technical skills, which led us to adopt the Track solution.
“One of the key reasons we chose Track Test was how quickly their team responded and supported, helping us see exactly how to integrate it into our process from the start.”
When we asked the Track representative to compare other services and explain Track Test’s strengths and limitations, they answered everything transparently. They also responded immediately when we asked if Track Test could evaluate not just coding skills but also logical thinking and comprehension, which matched our needs perfectly.
Track Test offered a broad range of problems, and once we tried it ourselves, we quickly saw how well it would fit into our screening process. Initially, we used Track Test to run extra coding tests for candidates whose technical skills weren’t clear after casual interviews. Now, we use it as part of our main screening process to better identify each candidate’s strengths and make faster, more objective decisions.
The Solution
Using Track Test to fairly assess new graduates’ technical skills
It’s especially challenging to evaluate candidates' abilities from resumes alone since most new graduates have no professional work experience. We started using Track Test to set clear, data-driven passing scores based on the results.
We carefully selected test problems that matched our real-world needs with our engineering managers for new grad hiring. In our environment, engineers often need to read and understand complex documents related to laws or systems and then find the best solutions. So, we chose questions that test reading comprehension and problem-solving. Once the test was ready, our recruiters shared it with applicants.
“We can check the source code directly and see whether the candidate understood the problem and built a logical solution with Track Test.”
In the past, evaluations sometimes varied by reviewer, but now, anyone who passes the Track Test is automatically invited to an interview, making the screening process far more efficient.
We initially set a passing score of 80 points. If a candidate reached that score, the test results showed they could read, understand, and implement solutions properly. This clear benchmark gave us confidence to move forward, and being able to objectively assess new graduates’ skills, which aren’t visible on a resume, has been a big win for us.
The Impact
By making Track Test results and progress data visible internally, we’ve encouraged more engineers to get involved in our hiring process. Track Test’s feature that allows candidates to add explanations to their code has been particularly valuable. Even if someone didn’t reach the passing score, if their explanation showed clear logical thinking, we often invited them for an interview anyway, and seeing their approach in writing was a useful context for fairer decisions for HR.
We regularly analyze hiring outcomes using Track Test’s data. The results are clear: candidates who got offers scored higher on average than those who didn’t. We even tested advancing lower-scoring candidates and found they were far more likely to drop off at the final interview stage.
Our engineers also enjoy seeing clear data and progress metrics. By sharing stats like the number of interviews and pass rates each month, we’ve made hiring a team effort, and we plan to keep using Track Test’s data to continuously refine and strengthen our recruitment process.
“We clearly see that candidates who received offers had higher average scores, while those who didn’t had lower scores.”
