Backend Frameworks

About this test

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies or freelancers you have concerning any Python task you might have.

Remember that Kandio offers guidelines on which programmers to proceed with, and which ones to discard. Kandio will give you reliable directions about things programmers should know about, but a programmer can be excellent, even if he does not know about all of these things.

We suggest that you use our tests before your interview process to know which ones actually to talk to. The final Kandio report should be a piece of conversation with the strong candidates, rather than a disqualifying process in a late stage interview process.

The test and how it’s structured

Our team of Python specialist has screened this growing open source programming language to locate the vital points of impact to make a great Python programmer. After thoroughly assessing the components altogether, we came up with the main focus points:

  • Python Constructs (Generators, Iterators, Decorators, Lambda) – Knowing about Python, a candidate must be familiar with Python Constructs and how to construct and deconstruct data structures in a proper and orderly fashion.
  • Namespaces, Scope, and Name Binding – Everything in Python is object-based, and namespaces, scope, and name binding give cleaver ways to interacting with your objects. This is a must if your candidate wants to succeed with your python projects.
  • Python Object-Oriented Programming (OOP) – Since the main structure of Python is object-based, organizing, optimizing and executing objects is everything to making an excellent python code. Our assessment covers several aspects of the OOP, so you get indications of your candidates’ capabilities in this area.
  • Syntax and Stdlib – The standard library is compelling, and has a lot of options. This is the library that distributes everything inside the Python code. Knowing the standard library is one of the primary keys to being a good python coder, which is why we include it in this test, so your candidates can show their capabilities before you invite them to an interview.

When you use our test to assess your python candidates, you will have clear indications on your candidates strong and weak points. Very few python coders are active in all aspects of the language, so make sure to share the insights with a colleague or your technical manager, if you have such available.

We’re very confident in our specialists and the tests available here, and with a high level of certainty, we can guarantee you, that you won’t find a better Python candidate assessment test of the market.





Maximum completion time

17 minutes

Chapter(s) 8
  • Concurrency
  • Exception handling
  • I/O
  • Python constructs
  • Scope and binding
  • Object Oriented Programming
  • Memory management and references
  • Syntax
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Made by one of the leading experts

I spent the past decade as a technical leader in teams ranging from high growth companies to the biggest tech giants in Silicon Valley, and I know how important it is to apply proper screening to your tech-candidates.

Niklas Nielsen

Niklas Nielsen

Co-Founder at Quantap
Former Lead Architect at Intel Corporation
Author of our Python test

Niklas Nielsen

I am Niklas Nielsen, and Silicon Valley has taken me through startups (from employee #6 to 100s of employees) and big tech (100.000+ employees).

When hiring aggressively, we found ourselves interviewing thousands of candidates and had to establish a well tuned engine for recruiting the best engineers to help us build the core of a new generation of data center software. Software which to this day is running some of the largest websites in the world.

That is why I chose to supply my knowledge to Kandio to help companies hire better Python developers.

My Experience

After 10 years in Silicon Valley, I feel fortunate that this is still only the beginning of my career. I am deeply passionate and fascinated about making things tick and making computers do crazy stuff that nobody thought of before.

  • 2019 - present
  • 2015 - 2019
    Intel Corporation
    AI Software Product Manager
    Distributed Systems Lead
    Architect at Intel Corporation
  • 2013 - 2015
    D2IQ (Former Mesosphere Inc)
    Distributed Systems Engineer
  • 2012 - 2013
    Virtual Machine and Compiler Engineer

My Achievements

In Silicon Valley, things move fast, and it’s all about adapting if you don’t want to get left behind. Being naturally curious, and expecting the same from my colleagues, I ended up leading projects across both Intel and Mesosphere

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94% of all questions our support receives, can be answered in the below FAQ

I have many candidates - will they all receive the same questions for equal assessment?
Short answer:

Yes, all candidates are equally assessed, when you use Kandio.

Long answer:

All our tests have different questions that might or might not change from vacancy to vacancy.

However, once you lock a recruitment round in, the questions will lock in as well for all candidates going through your assessment, so that they are equally screened.
How can the exam score help me to make a better hiring decision?
Overall it would be best if you kept in mind that Kandio offers help with assessing your total pool of candidates. The point with this plan-of-attack is to give you a tool that will enable you to pinpoint the very underqualified candidates quickly, and promptly discard of them. As well as locating the strong candidates, and invite them for an interview before your competitor does.

The difficulty of our tests is serious in general and is meant to find the lesser qualified. So you shouldn’t disqualify a candidate at 67%, just because you have someone who’s testing 70%. Or even 85%.

Kandio is a tool you should use in addition to other means such as:

- Common sense
- Gut feeling
- Internal screening
- Other assessment tools from Mandomedio
- Experience of the candidate
- Career goals of the candidate

The reason we have priced Kandio the way we have is that it’s meant to be used alongside other decision factors, and not as a sole dictation of which candidate to employ.
Why Kandio over other tests? And why not a free-writing test?
All Kandio assessments have a difficult multiple-choice approach and a very clear and tangible scorecard at the end. We only work with objective measurements and completely disregard candidate values such as consistency in work, ability to teamwork, humanity, and care for colleagues, sociality, and the likes.

The reason for this is that in today's tech-oriented world, we often see a significant amount of different solutions to the same problem. If we offered free-write assignments, candidates would need to be assessed one by one, which obviously would be impossible at our price point.

With us, you're buying access to a robust set of exams, written by the world's best authorities, with well-functioning scorecards to make recruitment easier. And on top of that, we are using big-data to benchmark all your candidates across other similar candidates.
How difficult are the tests Kandio offers my candidates?
All our tests are authored with serious difficulty in mind. We accept only the best test authors onto our platform, and a fixed percentage of revenue goes directly to our authors to keep content updated, and authors happy.

Our goal is to weed out the least competent candidates in the most common knowledge within your desired field.

Because of this, you should keep in mind to adjust your salary expectations and level of acceptance, if you’re looking for junior roles, mid-level roles, or senior roles.
How do I adjust the level of my test to match the qualifications of the position I’m trying to fill within my company?
You don’t. Our tests are made with such difficulty in mind, that they would challenge all skill levels regardless of seniority. We almost never see any candidate getting everything correct on our exams.

If you are trying to fill a senior role, you would probably want candidates to score above 60% in Kandio. If you’re looking for a junior role, you could probably settle with 30%-50%

If you want a very junior role, that you can train along the way, you would be looking at 30%-50%.

We wouldn’t recommend considering any candidate below 20% unless you have clear indications from other factors of decision making.