I'm guessing the pivot [0] to being more engineer-focused rather than employer-focused didn't end up working out, and they decided to sell the company and move on? [0]: https://triplebyte.com/blog/rethinking-triplebyte , discussed here https://news.ycombinator.com/item?id=27541676
You're essentially correct that that effort didn't work. That pivot was motivated, more or less, by the fact that we'd never found a good way to attract candidates that wasn't "dump tons of money into ads". (Even in the early days, when our branding was good, most of our candidate acquisition was from ads; only maybe 25% was word-of-mouth.) It just didn't work: senior engineers simply didn't find the things we could…
I wonder if you would would have had better luck targeting engineers on the cusp, or people with significant experience who didn't have the confidence to identify as senior.
That was my situation when I started using Triplebyte, and the assessments did wonders for my confidence.
I did however end up taking a counter-offer from my company that promoted me to lead.
However, I raved about Triplebyte to everyone I knew (similarly unconfident engineers considering a job change), and would have loved to continue doing so, as well as using it on my next job search.
I'm really sad to hear you couldn't make it work, it was excellent from the candidate side of things.