101–110 of 463 posts
I found an awesome startup to work at. And now, years later, I work at a FAANG company, working on tons of interesting problems. Thank you triplebyte, and good luck with the pivot!
I see a lot of people in the comments describe triplebyte as a “market leader” and discuss how good they are. I can’t believe how gullible everyone is especially on a startup forum. Let me spell it out to y’all, nobody pivots and changes their entire business model if they are crushing it. So the implication is that triplebyte are not crushing it. So, this probably has gone the same way as lots of other tech startups…
> We got jobs for over 1000 engineers
Given how many years Triplebyte has been running, "over 1000" seems surprisingly low. I wish them luck with their pivot.
I'd love to work with Triplebyte (as someone who's running a hiring process), but a while back they removed their option to work on contingency, and it's a difficult sell to fork over $X,000k for another source of engineers when it would just be one of 10 sources we already work with. Maybe I'm wrong here, but it gives me the impression that Triplebyte doesn't believe in it's ability to get candidates into jobs. If c…
I see a lot of people in the comments describe triplebyte as a “market leader” and discuss how good they are. I can’t believe how gullible everyone is especially on a startup forum. Let me spell it out to y’all, nobody pivots and changes their entire business model if they are crushing it. So the implication is that triplebyte are not crushing it. So, this probably has gone the same way as lots of other tech startups…
i felt the same way, astroturf marketing
I'm personally very excited to see this change by an industry leader! I think that there's a seismic shift waiting to happen w.r.t. engineer hiring. The "old guard" of hazing, quizzing, and gotcha-style interviews are slowly losing ground. The most friction when switching jobs is the interview process -- and the question is why? I've been writing code for a decade+ now, working on startups, for known tech companies,…
Past companies and open source contributions are not perfect indicators. I've seen people with stellar resumes fail to even know the syntax for an 'if' statement in any language of their choosing. I've had people absolutely ace takehome exams, yet in person don't know how to write a function.
False positives are also much more expensive than false negatives, so companies would rather accidentally weed out good candidates than risk hiring bad ones.
I see a lot of people in the comments describe triplebyte as a “market leader” and discuss how good they are. I can’t believe how gullible everyone is especially on a startup forum. Let me spell it out to y’all, nobody pivots and changes their entire business model if they are crushing it. So the implication is that triplebyte are not crushing it. So, this probably has gone the same way as lots of other tech startups…
I see a lot of people in the comments describe triplebyte as a “market leader” and discuss how good they are. I can’t believe how gullible everyone is especially on a startup forum. Let me spell it out to y’all, nobody pivots and changes their entire business model if they are crushing it. So the implication is that triplebyte are not crushing it. So, this probably has gone the same way as lots of other tech startups…
Fair comment. I certainly don't think of us as a market leader. LinkedIn is the market leader. Honestly, the last year has been pretty hard for us (COVID and the problems with our model that I talk about in the post). That said, I think a hiring process that puts engineers in control (no ghosting, get data on when a recruiter looks at your application, search ranking by whether companies lie to candidates) is somethi…
Do not believe anyone who tells you they can force employers to change their methodology when it comes to salary and compensation revelation. Recruiting agencies are so far outside that wheelhouse that it's damned near scandalous to even pretend the statement has any validity.
Also, I think it's important to differentiate staff recruiters from outside recruiters.
Staff recruiters are HR people. They're on the job to shove square pegs into square holes.
Outside recruiters are salespeople. They're on the job to explain why a round peg can reasonably fit in a square hole.
This is your career. So act like it.
If 10 different people were each going to give you a hundred dollars if you described yourself to them in a way that would obviously ingratiate yourself to them (person with cat photo, person with dog photo, person with photo of their kids, etc) most would immediately come up with reasons to make themselves1 appeal to their tastes.
But people keep on submitting the same dumb resume over and over again and expect a different result. Accentuate the things in your resume that matter to the company you're trying to get a gig at. Yes, for each of them. If you would do it for a grand, you can do it for a career.
I'm salty towards the platform because they rejected me a few years ago, and my ego has barred me from using them again despite their outreach. I was also very unhappy when I heard about the public profiles. I don't want people to see that I interviewed poorly, or to have any kind of public record of that. I'm a decent engineer, I swear! I had some bad luck. My nodejs build broke after a recent update on my machine,…
I mean, you went into a combat scenario, and chose a weapon absolutely notorious for jamming.