Review: Top 6 Skills Tests for Remote Developers (2026)

Testing developer skills is a fraught topic. Too many tests are either unrealistic or so superficial they add little value. For remote hiring, a good test reduces risk and speeds up decisions. We reviewed six common testing platforms according to real-world criteria: realism, customization, proctoring controls, anti-cheat measures, integration with applicant tracking, and candidate experience.

Platforms reviewed

1. HackerRank
2. Codility
3. Qualified
4. DevSkiller
5. TakeHomeTest (generic take-home frameworks)
6. Custom in-house tasks

Evaluation criteria

We scored each platform on a 100-point scale across these axes:

• Realism (30 points): how closely tests mirror actual work
• Customizability (20 points)
• Anti-cheat and proctoring (15 points)
• Integration & workflow (15 points)
• Candidate experience (20 points)

1. HackerRank

Score: 78/100. HackerRank is strong on algorithmic tests and features an extensive library of tasks. It's less strong on production-like tasks — it can feel academic. Integration with ATS systems is robust. Candidate experience is decent but some complain about irrelevant algorithm focus.

2. Codility

Score: 73/100. Codility has good auto-grading but like HackerRank leans toward algorithm problems. Its proctoring features are average and its customization options are solid for basic tasks.

3. Qualified

Score: 82/100. Qualified emphasizes project-style tests and team collaboration tasks, which mimic real-world work better. It has good tools for reviewing code and integrates well with Git-based workflows.

4. DevSkiller

Score: 80/100. DevSkiller offers 'RealLifeTesting' — tasks executed in an environment closer to production. Anti-cheat mechanisms are thoughtful and candidate experience is generally positive.

5. TakeHomeTest (frameworks)

Score: 85/100. The take-home model, when well-designed and compensated, often yields the best signal for remote roles. The downside is manual review time. If you build a clear rubric and pay candidates for their time, this is one of the highest-signal approaches.

6. Custom in-house tasks

Score: 88/100. Nothing beats a well-crafted custom task that mirrors the role's actual work. You control scope, environment, and evaluation. The tradeoff is time investment to write and grade tasks and potential for inconsistency without standardized rubrics.

Key takeaways

• If you need quick triage: use HackerRank or Codility to filter algorithm basics.
• For production-similar assessments: Qualified or DevSkiller or take-home tasks.
• Pay for candidate time on longer tests — it's ethical and improves completion rates.
• Always use a structured rubric to reduce bias in review.

'A test is only useful if it predicts the candidate's ability to deliver in your team context.'

Recommendations

Combine a short automated screen for core skills with a paid take-home or project-based assessment for finalists. This hybrid approach balances speed and signal. Integrate results into your hiring rubric and avoid over-reliance on single test platforms.