"They performed better than developers with similar training"

With our strong brand name, Klarna has no problems attracting new developers. The challenge is to assess the candidates' competence. Klarnas Engineering Director Peter Bergenwald tested developers from </salt>. A decision he is more than happy with.

Thanks to Klarna's position as one of Sweden's most well-known brands, the interest is great when junior developers seek their way out into the working world. But the large influx of applications also places high demands on Klarna's selection processes.

– It takes a lot of work on our part to find the ones we really want. Often there is not much to go on when there is no work experience to refer to. </salt> became a way for us to get help with that, says Peter Bergenwald.


Above all, it was </salt>'s high admission requirements that aroused interest, with only about 30 people out of 1,000 applicants being admitted to the program. About halfway into the training, Klarna also tested </salt>'s developers based on their own screening process, with surprisingly good results.

– They did better than students from similar programs. I also appreciate that there were more female candidates at </salt> than we usually find with our applicants in general. Since we are a company that strives for diversity both in terms of gender distribution and nationalities, it suited us very well.


Today, eight of </salt>'s developers work at Klarna. Some are more senior with masters degrees, and others have more work experience.

– All of them stand out with a lot of motivation and drive. But this is a prerequisite for entering an education like </salt>, says Peter Bergenwald.