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7 LGBTQIA+ Members Talk About Their Experiences During Tech Hiring

7 LGBTQIA+ Members Talk About Their Experiences During Tech Hiring

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June 26, 2023
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From nerve-wracking job interviews to the nail-biting waiting period, navigating the tech industry’s hiring process is often a roller coaster of emotions.

Add in the additional layer of being a member of the LGBTQIA+ community in tech and identifying as a queer or non-binary individual. The ride becomes even more complex.

To shed light on these experiences, we have collected authentic narratives from seven LGBTQIA+ tech professionals.

These candid conversations reveal a spectrum of encounters, both empowering and challenging, and propose crucial strategies for cultivating a more inclusive recruiting landscape.

Read on.

Here’s what the LGBTQIA+ community in tech had to say about their interview experience

1. Cecilia Righini (They/Them), Founder and Creative Director of Studio Lutalica

a. Was disappointed when the employer asked them to omit their pronouns from the company signature.

Cecilia: As I was looking for my first job within the Design and Tech fields (as a Project or Design Manager), I had been asked by a potential employer to omit my pronouns from the company email signature. They said they were ‘absolutely ok with it’, but their clients ‘may not be’.

Asking someone to hide their identity at work is discrimination, and (now I am an agency owner myself) I believe agencies should take a stand against any type of discrimination. Educate your clients when possible or even consider not working with them at all.

b. But on the other hand, they also had a delightful experience.

Cecilia: When I interviewed with Lattimore and Friends, a London-based (remote-first) web development agency, I was told they were actively trying to employ more women and non-binary people as the tech industry is overwhelmingly male-dominated.

Once I joined, my employer immediately changed his signature to include his pronouns and asked everyone else to do the same, so I would feel comfortable including my pronouns in my signature.

Also read: How To Build Safe And ‘PROUD’ Workplaces – A Personal Story

2. We interviewed Lizi Gigauri (She/Her), Marketing Coordinator, Alphamoon.

Here’s what she had to say:

a. Can you share what kind of experience you had during the tech interview/hiring process?

Lizi: I have gone through many stages of recruitment with numerous tech companies in my downtime and not once have I explicitly been asked about my sexual orientation. I do however provide my pronouns.

From my (and my friends) experience the tech industry is the least judgmental about queerness – your job speaks for you, not your sexuality. It’s refreshing to see that no one cares about anyone’s sexuality. It’s not theirs to care about.

b. Was it a positive or a negative experience? Please elaborate.

Lizi: Some of the highlights in the past three years have been the support from people and culture officers who go out of their way to make it a comfortable and inclusive space for the LGBTQIA+ community in tech. One of the last companies I worked for donated money to several LGBTQ+ charities operating in Poland. The company also encouraged us to attend the pride parade (a very scary event) during pride month which was awesome to see.

In another company, I could choose to add another person to my private health insurance (gender or relation not specified). I’m pretty open about my sexuality and highlight it whenever there’s a possibility to see how others react.

In this country, you really need to test the waters and I often raise conversations about the living conditions in this country along with the struggles we have to go through. So to see the willingness to ensure the safety of their employees in every regard is undoubtedly a plus.

Write great job descriptions to hire talented members of the LGBTQIA+ community in tech - Free Checklist

c. What do you think needs to be changed to make tech hiring more inclusive of the queer community?

Lizi: I think one thing that could be changed is the linguistics. Due to the linguistics of the country which is gender-specific like most Slavic countries, the job offers are also gender-centered. For example, instead of saying writer (non-binary), it’s often writer (male).

Apart from this, I would also encourage more tech companies to ask and respect the pronouns of the applicant since here it’s seeped into the society to assume the gender based on the presentation.

Also read: 5-Step Guide To Gender-Fluid Tech Job Descriptions (+Free Checklist)

3. Swetha Harikrishnan(She/Her), Senior HR Director, HackerEarth

a. Can you share what kind of experience you had during the tech interview/hiring process?

Swetha: I’ve never really had much of an experience specifically being queer. However, there was this one time at this interview with HR folks with a global advertising/marketing Tech company. It had proclaimed to be really progressive when it comes to D&I and specifically had a target for reaching 50-50 composition on gender (men-women) in the company.

But I experienced behaviors that strongly demonstrated that I lost the final selection there because I said that I was queer and wanted to be a visible role model and work on LGBTQ+ inclusion under their D&I umbrella.

b. Was it a positive or a negative experience? Please elaborate.

While looking for new opportunities in terms of work, I was very clear that I wanted to be my whole self with the next company and brand I associate myself with. That means that I would transparently be letting the new employer know that I’m queer, I would like to visibly and vocally role model my personal journey as being queer and also talk about inclusion with that lens. Thus, carrying the brand/projecting the brand with me alongside my personal brand.

When I interviewed with HackerEarth, something that really stood out to me very naturally was that the group (leaders of the company) that I interviewed with was extremely diverse. And not talking in the sense of a typical ‘gender’ or LGBTQ+ diversity, but just naturally felt like they had a very diverse set of individuals with diverse personalities. Now this got me really excited. To feel ‘diversity’ in that sense. This was refreshing.

It’s riding on this feeling that I also decided to talk about my representation from the queer community to Sachin (the CEO) and my intent to visibly role model myself with the next brand/company that I associate myself with. When I asked him how he felt about it, he said that’s totally up to me and that he doesn’t see why I wouldn’t be able to do that with HackerEarth.

Now it’s one thing to talk the language, and it’s another to actually walk it. You need to be fiercely authentic and bold to walk it. The conversation with Sachin and his views here felt very honest and genuine and he did not appear as a trained ‘leader’ who’s blindly following a language without believing in it.

Fast forward to the date today, I stand here vouching for HackerEarth being the most inclusive company I’ve worked with, as a culture.

This is very difficult to establish. I’m not saying that we don’t make mistakes. I’m saying that with ‘inclusion and creating a safe space for everyone’ being at the heart of the company, we take every step to acknowledge our mistakes, correct them, and not make the same mistake again.

Also read: Embracing DE&I At The Workplace – #1 Back To The Basics

Swetha provided the following pointers on how the process can be improved to make it more comfortable for the LGBTQIA+ community in tech:

Educate your staff and give them the proper tools for hiring. We need to ensure that we walk the talk. A queer representation on the hiring panel/team would be awesome too.

  • Train your employees on the overall inclusion definition, how to tackle unconscious bias, what personal definitions for inclusion look like for each individual (reflect internally, then externally), and what is psychological safety (respect for all & their views)
  • Next, train them on what LGBTQ+ means under the larger umbrella of inclusion.
  • Tools: Hide PII + make all elements gender-neutral.
  • Organize a recruitment drive for hiring folks only from the queer community – be bold and transparent in the communication and intent here. It’s okay to positively have a selection to move towards ‘equity’.
  • Use gender-neutral language: on the job descriptions that TA folks use to communicate with potential candidates, on our website, etc.
  • Ensure that our policies & benefits have LGBTQ+ inclusion and talk proactively about:
    • Anti-harassment policy coverage
    • gender-neutral restrooms, if any.
    • insurance for same partner coverage + gender affirmation surgery coverage etc.
    • EAP (employee assistance partner) – covered for queer community-related mental well-being and language.
  • Create & talk about the queer support groups/ERGs (employee resource groups) in the company.

5. Shakambari Jaiswal (She/Her), Customer Success Associate at Recruit CRM

a. Can you share what kind of experience you had during the tech interview/hiring process?

Shakambari: This one time when I was interviewed for a job at an IT company, they really didn’t seem queer-friendly and didn’t care much about pronouns. I also noticed their minimal knowledge of the LGBTQIA+ community in tech.

I identify as bisexual and I have never really felt safe to disclose my identity during interviews or even once I become an employee, often because people are too quick to judge.

b. Was it a positive or a negative experience? Please elaborate.

Shakambari: However, my experience with Recruit CRM was pleasant. I feel incredibly grateful for the recruitment process that introduced me to this remarkable team. Right from the start, they displayed a remarkable level of inclusivity, ensuring that my pronouns were consistently acknowledged and respected. Their open-mindedness and lack of bias toward my bisexuality were truly inspiring, making me feel valued and welcomed as an individual in their inclusive work environment.

Also read: 8 Unconsciously Sexist Interview Questions You’re Asking Your Female Candidates

6. Employees and the Founder of COMPT share their views on the tech hiring process

  • Amy Spurling (She/Her), founder & CEO, identifies as lesbian:

Amy: There is so much that needs to change – too many to enumerate here. One place I’d point out is that too often, companies get into the space of “we are a family-oriented company,” but then all of their definitions of family are straight, cisgender parents with kids. Families come in all shapes, sizes, and designs.

As a member of the queer community, I often feel like I have to justify or further define my family (in prior companies). Normalize that everyone has a family, but every family looks different.

Normalize your “family” benefits to include things beyond fertility treatments and child care – things like adoption, surrogacy (where it’s legal), pet care, eldercare, or even just supporting mental and physical wellness (what family doesn’t need that!).”

  • Anonymous (She/Her), Marketing Manager, identifies as gay

a. Can you share what kind of experience you had during the tech interview/hiring process?

“I had an awesome experience interviewing with Compt. For one, I didn’t have to create an account in one of those applicant tracking systems where it feels like your application just disappears into a black hole. I sent my application directly to the hiring manager via email, and he reached out personally to schedule an interview. Every step of the interview and hiring process that followed was equally thoughtful. Many companies claim to be people-first, but Compt truly walks the walk.

b. Was it a positive or a negative experience? Please elaborate.

Unfortunately, I have not felt comfortable disclosing details about my personal life in past job interviews out of fear of experiencing discrimination.

However, Compt publicly talks about its efforts to hire a diverse team, even going as far as sharing data on what percentage of the staff identifies as LGBTQ+.

The fact that our CEO personally tracks this information made me feel like there is a genuine commitment to creating an inclusive work environment, which put me at ease.”

c. What do you think needs to be changed to make tech hiring more inclusive of the queer community?

“I think companies need to take it a step further beyond just saying, “We don’t tolerate discrimination.” They should make it clear that they are actively searching for candidates from diverse backgrounds, including individuals from the queer community. This could be especially helpful for companies located in states where anti-LGBTQ+ legislation is prevalent.

Also, training people who are in positions to make hiring decisions is crucial. Sometimes a hiring manager simply wants to develop rapport with a candidate and may ask an innocent question like “Do you have kids?”, but it’s important to understand what questions should be avoided to promote fairness in the hiring process.”

  • Tim Faherty (He/Him), Customer Success Manager

Tim: I had a seamless experience during the hiring process for Compt. The leadership team stayed transparent throughout and set expectations and next steps accordingly for the interview and follow-up process. All my questions were answered thoroughly, and expectations were set on when I could expect more information about the next steps in the hiring process.

Tim believes that transparency is the key to ensuring a smooth tech recruiting process:

Knowing you’re interviewing for a diverse company makes hiring so much easier from an applicant’s perspective. If a company doesn’t outwardly advertise its diversity, then it can add anxiety as a person never truly knows the work environment they might walk into.

A queer person is never finished coming out, as things like a new job put that person in a position where they will inevitably address their sexuality. Transparency is the key to eliminating potential anxiety.

As we unwrap these stories, we realize that the journey to an inclusive hiring process is a shared responsibility – demanding transparency, active inclusion, and constant learning.

Let’s champion diversity by remembering these narratives and embedding their lessons into our tech industry’s hiring tapestry.

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June 26, 2023
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How I used VibeCode Arena platform to build code using AI and leant how to improve it

I Used AI to Build a "Simple Image Carousel" at VibeCodeArena. It Found 15+ Issues and Taught Me How to Fix Them.

My Learning Journey

I wanted to understand what separates working code from good code. So I used VibeCodeArena.ai to pick a problem statement where different LLMs produce code for the same prompt. Upon landing on the main page of VibeCodeArena, I could see different challenges. Since I was interested in an Image carousal application, I picked the challenge with the prompt "Make a simple image carousel that lets users click 'next' and 'previous' buttons to cycle through images."

Within seconds, I had code from multiple LLMs, including DeepSeek, Mistral, GPT, and Llama. Each code sample also had an objective evaluation score. I was pleasantly surprised to see so many solutions for the same problem. I picked gpt-oss-20b model from OpenAI. For this experiment, I wanted to focus on learning how to code better so either one of the LLMs could have worked. But VibeCodeArena can also be used to evaluate different LLMs to help make a decision about which model to use for what problem statement.

The model had produced a clean HTML, CSS, and JavaScript. The code looked professional. I could see the preview of the code by clicking on the render icon. It worked perfectly in my browser. The carousel was smooth, and the images loaded beautifully.

But was it actually good code?

I had no idea. That's when I decided to look at the evaluation metrics

What I Thought Was "Good Code"

A working image carousel with:

  • Clean, semantic HTML
  • Smooth CSS transitions
  • Keyboard navigation support
  • ARIA labels for accessibility
  • Error handling for failed images

It looked like something a senior developer would write. But I had questions:

Was it secure? Was it optimized? Would it scale? Were there better ways to structure it?

Without objective evaluation, I had no answers. So, I proceeded to look at the detailed evaluation metrics for this code

What VibeCodeArena's Evaluation Showed

The platform's objective evaluation revealed issues I never would have spotted:

Security Vulnerabilities (The Scary Ones)

No Content Security Policy (CSP): My carousel was wide open to XSS attacks. Anyone could inject malicious scripts through the image URLs or manipulate the DOM. VibeCodeArena flagged this immediately and recommended implementing CSP headers.

Missing Input Validation: The platform pointed out that while the code handles image errors, it doesn't validate or sanitize the image sources. A malicious actor could potentially exploit this.

Hardcoded Configuration: Image URLs and settings were hardcoded directly in the code. The platform recommended using environment variables instead - a best practice I completely overlooked.

SQL Injection Vulnerability Patterns: Even though this carousel doesn't use a database, the platform flagged coding patterns that could lead to SQL injection in similar contexts. This kind of forward-thinking analysis helps prevent copy-paste security disasters.

Performance Problems (The Silent Killers)

DOM Structure Depth (15 levels): VibeCodeArena measured my DOM at 15 levels deep. I had no idea. This creates unnecessary rendering overhead that would get worse as the carousel scales.

Expensive DOM Queries: The JavaScript was repeatedly querying the DOM without caching results. Under load, this would create performance bottlenecks I'd never notice in local testing.

Missing Performance Optimizations: The platform provided a checklist of optimizations I didn't even know existed:

  • No DNS-prefetch hints for external image domains
  • Missing width/height attributes causing layout shift
  • No preload directives for critical resources
  • Missing CSS containment properties
  • No will-change property for animated elements

Each of these seems minor, but together they compound into a poor user experience.

Code Quality Issues (The Technical Debt)

High Nesting Depth (4 levels): My JavaScript had logic nested 4 levels deep. VibeCodeArena flagged this as a maintainability concern and suggested flattening the logic.

Overly Specific CSS Selectors (depth: 9): My CSS had selectors 9 levels deep, making it brittle and hard to refactor. I thought I was being thorough; I was actually creating maintenance nightmares.

Code Duplication (7.9%): The platform detected nearly 8% code duplication across files. That's technical debt accumulating from day one.

Moderate Maintainability Index (67.5): While not terrible, the platform showed there's significant room for improvement in code maintainability.

Missing Best Practices (The Professional Touches)

The platform also flagged missing elements that separate hobby projects from professional code:

  • No 'use strict' directive in JavaScript
  • Missing package.json for dependency management
  • No test files
  • Missing README documentation
  • No .gitignore or version control setup
  • Could use functional array methods for cleaner code
  • Missing CSS animations for enhanced UX

The "Aha" Moment

Here's what hit me: I had no framework for evaluating code quality beyond "does it work?"

The carousel functioned. It was accessible. It had error handling. But I couldn't tell you if it was secure, optimized, or maintainable.

VibeCodeArena gave me that framework. It didn't just point out problems, it taught me what production-ready code looks like.

My New Workflow: The Learning Loop

This is when I discovered the real power of the platform. Here's my process now:

Step 1: Generate Code Using VibeCodeArena

I start with a prompt and let the AI generate the initial solution. This gives me a working baseline.

Step 2: Analyze Across Several Metrics

I can get comprehensive analysis across:

  • Security vulnerabilities
  • Performance/Efficiency issues
  • Performance optimization opportunities
  • Code Quality improvements

This is where I learn. Each issue includes explanation of why it matters and how to fix it.

Step 3: Click "Challenge" and Improve

Here's the game-changer: I click the "Challenge" button and start fixing the issues based on the suggestions. This turns passive reading into active learning.

Do I implement CSP headers correctly? Does flattening the nested logic actually improve readability? What happens when I add dns-prefetch hints?

I can even use AI to help improve my code. For this action, I can use from a list of several available models that don't need to be the same one that generated the code. This helps me to explore which models are good at what kind of tasks.

For my experiment, I decided to work on two suggestions provided by VibeCodeArena by preloading critical CSS/JS resources with <link rel="preload"> for faster rendering in index.html and by adding explicit width and height attributes to images to prevent layout shift in index.html. The code editor gave me change summary before I submitted by code for evaluation.

Step 4: Submit for Evaluation

After making improvements, I submit my code for evaluation. Now I see:

  • What actually improved (and by how much)
  • What new issues I might have introduced
  • Where I still have room to grow

Step 5: Hey, I Can Beat AI

My changes helped improve the performance metric of this simple code from 82% to 83% - Yay! But this was just one small change. I now believe that by acting upon multiple suggestions, I can easily improve the quality of the code that I write versus just relying on prompts.

Each improvement can move me up the leaderboard. I'm not just learning in isolation—I'm seeing how my solutions compare to other developers and AI models.

So, this is the loop: Generate → Analyze → Challenge → Improve → Measure → Repeat.

Every iteration makes me better at both evaluating AI code and writing better prompts.

What This Means for Learning to Code with AI

This experience taught me three critical lessons:

1. Working ≠ Good Code

AI models are incredible at generating code that functions. But "it works" tells you nothing about security, performance, or maintainability.

The gap between "functional" and "production-ready" is where real learning happens. VibeCodeArena makes that gap visible and teachable.

2. Improvement Requires Measurement

I used to iterate on code blindly: "This seems better... I think?"

Now I know exactly what improved. When I flatten nested logic, I see the maintainability index go up. When I add CSP headers, I see security scores improve. When I optimize selectors, I see performance gains.

Measurement transforms vague improvement into concrete progress.

3. Competition Accelerates Learning

The leaderboard changed everything for me. I'm not just trying to write "good enough" code—I'm trying to climb past other developers and even beat the AI models.

This competitive element keeps me pushing to learn one more optimization, fix one more issue, implement one more best practice.

How the Platform Helps Me Become A Better Programmer

VibeCodeArena isn't just an evaluation tool—it's a structured learning environment. Here's what makes it effective:

Immediate Feedback: I see issues the moment I submit code, not weeks later in code review.

Contextual Education: Each issue comes with explanation and guidance. I learn why something matters, not just that it's wrong.

Iterative Improvement: The "Challenge" button transforms evaluation into action. I learn by doing, not just reading.

Measurable Progress: I can track my improvement over time—both in code quality scores and leaderboard position.

Comparative Learning: Seeing how my solutions stack up against others shows me what's possible and motivates me to reach higher.

What I've Learned So Far

Through this iterative process, I've gained practical knowledge I never would have developed just reading documentation:

  • How to implement Content Security Policy correctly
  • Why DOM depth matters for rendering performance
  • What CSS containment does and when to use it
  • How to structure code for better maintainability
  • Which performance optimizations actually make a difference

Each "Challenge" cycle teaches me something new. And because I'm measuring the impact, I know what actually works.

The Bottom Line

AI coding tools are incredible for generating starting points. But they don't produce high quality code and can't teach you what good code looks like or how to improve it.

VibeCodeArena bridges that gap by providing:

✓ Objective analysis that shows you what's actually wrong
✓ Educational feedback that explains why it matters
✓ A "Challenge" system that turns learning into action
✓ Measurable improvement tracking so you know what works
✓ Competitive motivation through leaderboards

My "simple image carousel" taught me an important lesson: The real skill isn't generating code with AI. It's knowing how to evaluate it, improve it, and learn from the process.

The future of AI-assisted development isn't just about prompting better. It's about developing the judgment to make AI-generated code production-ready. That requires structured learning, objective feedback, and iterative improvement. And that's exactly what VibeCodeArena delivers.

Here is a link to the code for the image carousal I used for my learning journey

#AIcoding #WebDevelopment #CodeQuality #VibeCoding #SoftwareEngineering #LearningToCode

The Mobile Dev Hiring Landscape Just Changed

Revolutionizing Mobile Talent Hiring: The HackerEarth Advantage

The demand for mobile applications is exploding, but finding and verifying developers with proven, real-world skills is more difficult than ever. Traditional assessment methods often fall short, failing to replicate the complexities of modern mobile development.

Introducing a New Era in Mobile Assessment

At HackerEarth, we're closing this critical gap with two groundbreaking features, seamlessly integrated into our Full Stack IDE:

Article content

Now, assess mobile developers in their true native environment. Our enhanced Full Stack questions now offer full support for both Java and Kotlin, the core languages powering the Android ecosystem. This allows you to evaluate candidates on authentic, real-world app development skills, moving beyond theoretical knowledge to practical application.

Article content

Say goodbye to setup drama and tool-switching. Candidates can now build, test, and debug Android and React Native applications directly within the browser-based IDE. This seamless, in-browser experience provides a true-to-life evaluation, saving valuable time for both candidates and your hiring team.

Assess the Skills That Truly Matter

With native Android support, your assessments can now delve into a candidate's ability to write clean, efficient, and functional code in the languages professional developers use daily. Kotlin's rapid adoption makes proficiency in it a key indicator of a forward-thinking candidate ready for modern mobile development.

Breakup of Mobile development skills ~95% of mobile app dev happens through Java and Kotlin
This chart illustrates the importance of assessing proficiency in both modern (Kotlin) and established (Java) codebases.

Streamlining Your Assessment Workflow

The integrated mobile emulator fundamentally transforms the assessment process. By eliminating the friction of fragmented toolchains and complex local setups, we enable a faster, more effective evaluation and a superior candidate experience.

Old Fragmented Way vs. The New, Integrated Way
Visualize the stark difference: Our streamlined workflow removes technical hurdles, allowing candidates to focus purely on demonstrating their coding and problem-solving abilities.

Quantifiable Impact on Hiring Success

A seamless and authentic assessment environment isn't just a convenience, it's a powerful catalyst for efficiency and better hiring outcomes. By removing technical barriers, candidates can focus entirely on demonstrating their skills, leading to faster submissions and higher-quality signals for your recruiters and hiring managers.

A Better Experience for Everyone

Our new features are meticulously designed to benefit the entire hiring ecosystem:

For Recruiters & Hiring Managers:

  • Accurately assess real-world development skills.
  • Gain deeper insights into candidate proficiency.
  • Hire with greater confidence and speed.
  • Reduce candidate drop-off from technical friction.

For Candidates:

  • Enjoy a seamless, efficient assessment experience.
  • No need to switch between different tools or manage complex setups.
  • Focus purely on showcasing skills, not environment configurations.
  • Work in a powerful, professional-grade IDE.

Unlock a New Era of Mobile Talent Assessment

Stop guessing and start hiring the best mobile developers with confidence. Explore how HackerEarth can transform your tech recruiting.

Vibe Coding: Shaping the Future of Software

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

Vibe Coding Difference

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable or Hostinger Horizons enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

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