Reazon Holdings, Inc.

Aiming to build “the world’s best product created by engineers themselves,” Reazon sought to balance both skill fit and mindset fit within its hiring process. By implementing Track, the company succeeded in accurately assessing the skills of a diverse pool of engineering talent, allowing interviews to focus on mindset matching and building an optimized hiring workflow.

The Challenge

More than half of every interview was spent on skill checks, leaving too little time for what mattered most, such as verifying mindset fit.
Reazon Holdings pushes boundaries beyond existing domains from ad tech and social games to media and food tech, driven by a team of engineers who share the goal of building what they truly want to make.

At Reazon, engineers are expected to own their ideas, incorporate diverse feedback, including directly from end users, and independently drive development. They must also manage their way of working and take full responsibility for project delivery. This made it critical to confirm whether candidates’ mindsets aligned with Reazon’s culture and mutual expectations.

At the same time, building world-class products requires solid technical foundations. Rather than focusing on mastery of specific programming languages, Reazon looks for engineers who can quickly and accurately pick up new technologies, so rigorous skill checks were also essential.

"However, as hiring ramped up, evaluating both skill and mindset with limited resources proved extremely challenging".

Initially, the company dedicated over 30 minutes of each of the four interviews to technical assessments, but these sessions became heavily focused on technical talk. It had no space for meaningful discussions about why candidates wanted to work at Reazon or what they hoped to accomplish.

The skill checks themselves weren’t always effective despite the time invested. Differences in technical specialties between interviewers and candidates made it hard to ensure consistent question quality.

The team attempted to build its skill tests to secure time for mindset conversations while accurately assessing skills, but the questions often reflected the creators’ specific expertise and couldn’t cover the diverse roles Reazon needed. That’s when they began considering an external coding assessment platform.

The Solution

Reazon turned interview time into an opportunity to understand and share the mindsets and personality for both sides by shifting skill checks to a coding test before the interview.

When reviewing coding test solutions, breadth was the top priority; the range of problems and supported programming languages had to be broad enough to assess core skills that show a candidate’s ability to quickly learn new technologies, regardless of their preferred language. It was crucial to avoid having only “C” or “Python, and to cover everything from algorithms to practical coding tasks across different domains. Given Reazon’s commitment to hiring international engineers, wide language support was non-negotiable.

Track Test checked all the boxes. As a Japan-based solution, it also simplified candidate communications and follow-up, which made the decision to adopt it clear.

The sheer variety of problems felt overwhelming at first, but thanks to excellent support from the Customer Success team, Reazon was able to create three distinct coding tests for new graduates, mid-career, and overseas candidates in just two months.

“Track Test visualizes not only code, but also time spent and score progression, giving us clear insights into each candidate’s style and fit. The whole selection process has become so much smoother.”

Because Reazon’s business depends on teamwork and speed, we value people who can make clear, simple decisions without overthinking. Traits like this, once hard to identify before someone joined, can now be objectively reviewed and discussed through the test results, dramatically shortening decision time.

There’s almost no extra effort needed once the tests are live since the questions are regularly updated. This efficiency has freed up time to refine the interview process itself, finally enabling interviews to focus on the mindset match Reazon values most.

“With skill checks handled beforehand, many candidates now say the interviews feel much easier and more comfortable.”

Interviewers felt pressured to evaluate skills live, which made interviews more tense than expected before implementing Track Test. Interviewer and cadidates can focus on topics like “What kind of product do you want to build?” and “What excites you?”, leading to richer conversations and stronger engagement.

Track Test guarantees a fair, transparent skills assessment, even for overseas candidates who often place great value on technical credibility feel more confident in the process.

The Impact

Reazon turned interviews into calm, comfortable conversations, putting candidates at ease and supporting the company’s fivefold growth by completing detailed skill checks in advance.

Recruiting more candidates naturally increases workload, but Track Test has greatly reduced that burden. Today, Reazon can handle hundreds of candidates every year.

Track Test has also made it possible to build a hiring flow that confirms both skill and mindset fit within a limited time. Sharing relaxed, meaningful interview time with top candidates helps them feel Reazon’s culture, boosting interest and improving conversion rates. As a result, the organization has grown in size while the caliber of its engineers continues to rise.

Track Test is now so trusted that the CTO immediately approves its renewal every year, and has become a true indispensable piece of Reazon’s hiring infrastructure.

“Today, the number of new graduates we hire is 12 times what it was before, and our entire development organization has grown fivefold. Track has been the essential infrastructure supporting this growth.”