Ruby Online Coding Tests

Create and send Ruby coding assessments in 60 seconds, even if you’re not techy.
Hand over qualified Ruby candidates for your engineering team to interview.

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About our Ruby Coding Tests

Our service provides your team with practical and efficient coding assessments that accurately gauge a candidate’s Ruby proficiency. With tools such as CoderPad Screen at your fingertips, you can create Ruby coding assessments within minutes, regardless of your technical background.

Our evaluations are thoughtfully constructed to cover essential principles, algorithms, and more. These tests, meticulously crafted by our seasoned industry experts, ensure that they emulate real-world scenarios and effectively measure candidates’ abilities.

For recruiters seeking a more customized method, we also extend the opportunity to personalize the test by incorporating their own coding tasks.

  • Recommended duration: 28-73 minutes
  • Average number of questions: 20
  • Type of exercises: Multiple choice, coding exercises
  • Test levels: Junior, Senior, Expert

ℹ️ Explore our questions bank and test our candidate experience yourself

Ruby Sample Questions

Example Question 1

What is the best way to define formats (XML, HTML, JSON) in the routes file config/routes.rb?

Example Question 2

In this exercise, you have to analyze records of temperature to find the closest to zero.

Implement the function int compute_closest_to_zero(vector<int> ts) which takes an array of temperatures ts and returns the temperature closest to 0.


  • If the array is empty, the function should return 0.
  • 0 ts size 10000
  • If two temperatures are equally close to zero, the positive temperature must be returned. For example, if the input is -5 and 5, then 5 must be returned.

ℹ️ Preview a sample coding test report

Explore Code Playback

Achieve a deeper comprehension of your developer candidates’ problem-solving strategies and coding abilities. 

  • Evaluate their skill in building algorithms and examine their strategies and inherent coding instincts.
  • Take mental notes of areas you wish to explore further in subsequent discussions.
  • Stay vigilant in identifying any questionable or potentially concerning behaviors.

How to test Ruby skills to hire for your team?

Solely depending on resumes might not offer a thorough evaluation of a Ruby developer’s skills, and self-stated qualifications can occasionally be inaccurate.

Here are five tactics to assess the coding abilities of Ruby developers:

  1. Look over their coding portfolio. This offers a view into the Ruby projects they’ve been involved in and their expertise with the language.
  2. Inspect their GitHub account to gauge the quality of their Ruby code, their activity level, and their involvement in Ruby-centric projects.
  3. Investigate their engagement on Stack Overflow. This could yield a deeper understanding of their knowledge breadth and their participation within the Ruby development community.
  4. Implement coding exams tailored for Ruby developers. This allows them to address real-world Ruby challenges, providing a more impartial appraisal of their coding competence.
  5. Facilitate live coding interviews with a focus on Ruby. In such a scenario, candidates can exhibit their coding skills, problem-solving ability, and grasp of Ruby fundamentals.

💡 To dig deeper: 5 ways to test developers’ skills before hiring

How to approach initial candidate screening effectively?

Some recruiters may harbor reservations about introducing tests at the start of the recruitment process, fearing it could discourage or estrange potential candidates. However, with careful handling, these concerns can be addressed. It’s important to ensure candidates understand the aim of the test, appreciate their time being valued, and feel recognized.

Here are some guidelines to introduce initial testing while maintaining a positive candidate experience:

  1. Job Advertisement: Be clear in your job ad that testing forms the initial stage of your recruitment process. By establishing this expectation early, candidates won’t feel singled out for testing. Also, be sure to communicate the expected time commitment, allowing candidates to plan their schedules accordingly.
  2. Promoting Equal Opportunities and Diversity: Highlight how the testing process underpins fair hiring practices and promotes diversity in your organization. It should be made clear that your focus is to assess skills rather than make assumptions about candidates based on irrelevant criteria. Emphasize your willingness to consider a wide variety of candidates, including those without elite academic backgrounds or newcomers to the coding field.
  3. Efficient Testing: Strive to make the test as concise as possible, showing respect for candidates’ time. Opt for a test duration that focuses solely on skills that are truly essential for the role. Ideally, aim for a test that can be completed within an hour, or less if it still meets your requirements.
  4. Relevance: Keep the focus strictly on the skills that are directly relevant to the role. Resist the temptation to list a multitude of ‘nice-to-have’ skills that aren’t necessary for the job at hand. Developers appreciate a practical approach that centers on skills that are key to their everyday tasks.
  5. Sharing Results: Enhance the candidate’s experience by providing them with their test results. Using a tool like CoderPad Screen, which automatically generates a brief report and sends it to candidates, can be particularly helpful. Candidates who didn’t perform well will understand why they were not selected for the next stage, and the receipt of results can also provide additional motivation to complete the test.

We had no unified approach or tool to assess technical ability. Today, CoderPad Screen enables us to test against a wide selection of languages and is continually updated.

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