Machine Learning Engineer - Evaluation

HackerRank helps companies like NVIDIA, Amazon, and Microsoft hire and upskill the next generation of developers based on skills, not pedigree. Our platform is trusted by over 2,500 of the world’s most innovative companies to build strong engineering teams ready for what’s next.

Software has entered an era where humans and AI build side by side. As this shift accelerates, the definition of strong technical talent is changing. We give companies better ways to identify and invest in next-generation skills.

People at HackerRank care deeply about the impact of their work and sweat the small details so our customers can be wildly successful with products they genuinely love to use. We move with urgency and believe great outcomes come from high standards

About the role
How developers were evaluated previously was whether they can write functionally correct code. How developers are being evaluated now is whether they can orchestrate AI to accomplish the task while still having the fundamentals underneath. That shift, between what used to matter and what matters now, is exactly the problem this role is hired to solve.

Software engineering has moved from writing code to using AI to solve problems. That shift sounds simple. The implications for assessment are not. This is not just a take-home assignment problem. It spans live interviews, async assessments, AI-assisted coding environments, pair programming with agents, and every other context in which someone is trying to figure out how good a developer actually is. The tools developers use are changing fast. The frameworks we use to evaluate them have not kept up.

For over a decade, skills-based hiring relied on deterministic evaluation: a candidate's code either passed test cases or it did not. The score was binary and reproducible. What replaces it is genuinely unsolved. Nobody has cracked how to fairly assess human skill in a world where AI assistance is ambient and invisible, where the question is no longer "can you write this function" but "how effectively do you use AI to solve a real problem."

We are moving from a deterministic evaluation to evaluation by a council of LLMs. But making that consistent, scalable, and defensible across hundreds of thousands of assessments is a hard research and engineering problem. How do you ensure the same rubric is applied the same way to the 200,000th candidate as to the first? How do you detect when your evaluation model is drifting? How do you explain a score to a candidate who believes they were assessed unfairly?

HackerRank sits at the center of this problem with a rare combination of scale, longitudinal data, and direct relationships with the companies making hiring decisions. The opportunity here is to define what rigorous, fair, and meaningful skill evaluation looks like in the agentic era. That methodology does not exist yet. This role exists to build it.

• Build LLM-powered evaluation pipelines that assess AI usage skills consistently, fairly, and at production scale
• Own the evaluation methodology end to end: what the rubric is, how the model applies it, how you measure whether it is being applied correctly, and how you audit for bias
• Design and run experiments to determine what good evaluation actually looks like. The answer is not known. You will be finding it
• Build RAG pipelines and fine-tuning workflows that make evaluation models adhere reliably to the rules we set for them
• Define the benchmarking infrastructure: how we know when our evaluation quality has improved, and how we catch regressions before candidates do
• Translate model behavior into outcomes that product managers, enterprise customers, and candidates can understand and trust

• You have shipped LLM-powered systems in production where consistency and reliability were hard constraints, not nice-to-haves
• You think as rigorously about how you measure your model as about the model itself. A poorly constructed eval is a worse outcome than a weaker model
• You have a research mindset. You are comfortable operating in a space where the right methodology does not exist yet and needs to be invented
• You think in systems. The data pipeline, the model, the serving layer, and the rubric it enforces are one problem to you
• You can defend ML judgment in plain language to people who are not ML engineers, because the translation layer is part of the job

• Experience building evaluation frameworks for generative or conversational AI systems
• Background in educational assessment, psychometrics, or human-in-the-loop evaluation at scale
• Publications or open-source contributions in LLM evaluation, benchmarking, or alignment
• Prior work at the interface of research and product, where you had to ship science, not just publish it

• You find the measurement problem as interesting as the model problem, maybe more interesting.
• You hold evaluation methodology to the same standard as model performance, and you are uncomfortable shipping something you cannot explain.
• You want your work to define what good looks like in a field that is just now figuring that out.

The base salary range for this role is $120,000 - $235,000, plus a target 10% annual bonus tied to individual and company performance. You will also receive equity (stock options) and a comprehensive package of cash and non-cash benefits.