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About Karat

Karat conducts first-round technical interviews on behalf of companies. Candidates can schedule their interview 24/7 and can choose to redo their interview if they feel they could perform better. The company was founded in 2014 and is based in Seattle, Washington.

Headquarters Location

1414 NE 42nd St Ste 204

Seattle, Washington, 98105,

United States



ESPs containing Karat

The ESP matrix leverages data and analyst insight to identify and rank leading companies in a given technology landscape.

Emerging Tech / ERP

These companies offer technology to support customers in their efforts to source and select candidates to hire, with use cases ranging from background check services to on-demand staffing solutions to talent pool development.

Karat named as Highflier among 15 other companies, including Greenhouse, Checkr, and SmartRecruiters.


Research containing Karat

Get data-driven expert analysis from the CB Insights Intelligence Unit.

CB Insights Intelligence Analysts have mentioned Karat in 2 CB Insights research briefs, most recently on Jun 15, 2021.

Expert Collections containing Karat

Expert Collections are analyst-curated lists that highlight the companies you need to know in the most important technology spaces.

Karat is included in 2 Expert Collections, including HR Tech.


HR Tech

4,152 items

HR tech startups are helping companies manage critical pain points in HR processes such as recruitment, automation, career development, compensation, and benefits management, through a mix of software and services.


Unicorns- Billion Dollar Startups

1,206 items

Latest Karat News

4 steps to “interview redos” that increase diversity in hiring

Mar 10, 2023

We may earn a commission from links on this page. People who work in tech are in the business of solving problems. But it’s proving much more challenging to solve one of our industry’s biggest problems: the lack of diversity . Black people make up 14% of the US population but only 5% of software engineers. While there is broad interest in fixing this problem, unfortunately, there is no app for replacing a system that produces tinequality in our country or tech. The complexity can lead to confusion and despair, but there are strategies that make a difference. At Karat, we focus on interviews and have been working to help narrow the racial gap in tech employment. Our long-term, industry-wide goal is to double the number of Black engineers overall—100,000 new Black engineers in the next decade. Advertisement To get there, we’re focused on the technical interview. Our research revealed that, as a result of systemic factors like high school curricula and internship pipelines, many aspiring Black engineers’ first experience of a technical interview doesn’t come until their first job interview. In a survey of Black computer science students , we found that less than half of computer science graduates were exposed to interviews before entering the job market. Not surprisingly, this lack of practice undermined students’ confidence in their ability to succeed and sowed the seeds of imposter syndrome. For example, the same survey revealed that only 39% of those with zero interviews under their belt believed they were likely to succeed, but that number went up to 79% for those with three or more practice interviews. And that confidence translates into success. For example, among HBCU students , those who had done three or more practice interviews were six times more likely to land a job in tech. For many Black computer science graduates, the technical interview has been a barrier to entry into the tech sector when it should be—and can be—a bridge to opportunity. How offering an “interview redo” can aid candidate success In 2015, to account for this practice problem, Karat began offering interview redos with all candidates we worked with. If a candidate doesn’t think they did their best, they can choose to interview a second time. As one candidate said, “Having that as an option can be life-changing.” Any company can adopt the redo policy to achieve results similar to ours: Advertisement About 15% of the candidates who interview with us choose to redo their interviews, but Black candidates are about 30% more likely to exercise the option than their white counterparts. Just over 50% of candidates do better the second time around, but for Black candidates, that goes up to 60%. So far, more than 1,000 candidates have been hired by leading tech companies after going through a redo interview, including 20% of underrepresented hires facilitated by Karat. Advantages to allowing your candidates to redo their interview Companies increase diverse hires: Companies implementing redos experience an overall hiring yield increase of 17%. Cat Miller, CTO at Flatiron Health, noted that the first person her company hired out of Karat came from a redo interview. She shared that “people have bad days, and [the redo] really helps with false negatives. For candidates who don’t have as much experience—for whom that first interview might be a surprise or something they need to get used to—it lets them acclimate and then try again. It gives more people an opportunity.” Candidates build confidence: The all-or-nothing technical interview introduces a lot of stress into the hiring experience. But when candidates know they have a little leeway, they feel more at ease. In addition, for many candidates, just learning the option of a redo exists helps them do better on the first interview, even if they never exercise the option to try again. According to one piece of candidate feedback, the redo option “made me feel a lot better. I left my first attempt feeling like I’d absolutely whiffed it, but after my redo, I’m feeling good about how I was able to represent myself.” Scores improve: Black candidates are 30% more likely to take a redo interview than their white counterparts, and nearly 60% of Black candidates improve their scores on the redo. 4 steps to implement an interview redo practice 1. Tell all your candidates that they will have the option to do a second interview before their first. Advertisement 2. Give them time to reflect on what they want to do, but not so much that the process loses momentum. We give candidates 24 hours to opt for a redo. 3. Pair them with an interviewer they still need to meet and use questions they have yet to see. 4. Although you’ll have access to both results, push decision-makers to give the higher score more weight in the decision-making process. In our experience, a candidate’s performance post-redo reflects the better of the two scores, as it is hard to do well on an interview without knowing your stuff, but easy to botch one if you’re having a bad day. Practice makes progress When we saw the benefits of the redo for Black engineers—especially how much they were improving their scores in the aggregate the second time around—we decided to double down on our commitment to interview practice. Advertisement We created the Brilliant Black Minds program, which initially provided free practice interviews—along with feedback and coaching—to students at HBCUs. These practice interviews serve a similar purpose to the redo, giving candidates more exposure and confidence in hiring. After a year, with help from an investment from Serena Williams , we expanded the program and now offer free practice interviews to any Black software engineer in the United States. Just recently, we expanded the program even further by announcing that five companies —Prime Video, Citi, Duolingo, Indeed, and Flatiron Health—will start to hire directly from the Brilliant Black Minds program. As a result, any Black engineer who takes a practice interview and meets those companies’ bars will be fast-tracked for job openings. That is what an interview looks like when it’s a bridge instead of a barrier. 🖋 Sign up for The Memo from Quartz at Work A dispatch from the world of modern work. Learn how you can help create a productive, creative, and compassionate work culture.

Karat Frequently Asked Questions (FAQ)

  • When was Karat founded?

    Karat was founded in 2014.

  • Where is Karat's headquarters?

    Karat's headquarters is located at 1414 NE 42nd St, Seattle.

  • What is Karat's latest funding round?

    Karat's latest funding round is Angel.

  • How much did Karat raise?

    Karat raised a total of $151.6M.

  • Who are the investors of Karat?

    Investors of Karat include Serena Williams, Norwest Venture Partners, 8VC, Tiger Global Management, Exor and 6 more.

  • Who are Karat's competitors?

    Competitors of Karat include TestGorilla and 8 more.


Compare Karat to Competitors

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HackerRank is a free platform to solve programming challenges for fun, education, prizes, and jobs. HackerRankX is a technical interviewing platform created that streamlines the process from phone interviews to on-site interviews.

CodeSignal Logo

CodeSignal is a technology company aiming to make talent accessible by creating software and standards for assessing the technical skills of software developers. The company has developed an objective automated skills-based assessment platform that can be used as a standard for technical recruiters and employers.

Codejudge Logo

Codejudge is a Code Simulation Platform that automates the tech interview process by using real-world tech projects to capture skill data. The company helps developers show off their skills by building a project and getting fast-tracked to job offers. Codejudge was founded in 2019 and is based in Bengaluru, India.

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Powered by machine-learning technology, Coensio pre-assesses candidates when they apply for a job so that companies can focus on candidates who are more appropriate for the role.

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