Designing Hiring Systems That Won’t Filter Out Your Best Engineers

About

How traditional technical interviews exclude high-potential talent — and what to do instead

Your hiring process was designed to find great engineers, but parts of it may be filtering out the best potential talent instead of surfacing them.

The CoderPad team is excited to partner with GBS Worldwide to host a conversation on what most traditional interviews are actually measuring, how common design choices create hidden bias and unnecessary cognitive load, and why candidate experience is more fragile than most teams realize.

This conversation brings together two interesting perspectives on how to design a fairer and stronger interview process that is good for candidates and your employer brand.

Crystal Miller Lay is the CEO and Chief People Officer of GBS Worldwide, and one of the sharpest minds working at the intersection of hiring systems, neuroinclusive design, and behavioral psychology. With over 20 years of experience building and scaling employer brand and talent programs for enterprise organizations, Crystal has made a career of fixing what’s broken underneath hiring — not just the surface symptoms, but the systemic design decisions that shape who gets through and who doesn’t.

Amanda Richardson is the CEO of CoderPad, the platform engineering and talent teams rely on to run technical interviews and assessments that surface real skill. Amanda brings expertise on what signal hiring teams are actually capturing, how assessment design affects outcomes, and where AI is changing what’s possible in technical hiring.

You’ll learn how leading teams are rethinking technical assessment through structured prompts, clearer expectations, and formats that surface stronger engineering signal — without lowering the bar. They’ll cover how to reduce bias while maintaining rigor, and where AI can help scale more flexible, thoughtful hiring processes.