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Anyone care to comment on how the whole Triplebyte process goes as a person who wants to be hired? I'm interested since I never got past the set of questions due to some kind of bug in the beta.
I did the complete interview (mainly because I wanted to test myself), and I have to say it was extremely pleasant.
$50m in job offers last 6 months at $130,000 average salary, with 70% of job offers being accepted/signed = 267 people got hired in the past 180 days after completing roughly 30,000 interviews (based on the 5000/month quoted in the article). That means the chances of being hired after doing a TripleByte interview is slightly under 1% if my back of the napkin calculation is accurate.
The 5,000 a month number is total engineers who completed the coding quiz. Only a small % of those move forward to our interview.
What was always most interesting to us about starting a recruiting company was seeing what would happen if you treated hiring as a data problem. Partly we've raised more funding for the same reason any startup does, so we can grow faster to get more customers = more revenue = more success, etc. But we're also driven by how the larger the scale we operate at, the faster we can run experiments to answer questions about…
Anyone care to comment on how the whole Triplebyte process goes as a person who wants to be hired? I'm interested since I never got past the set of questions due to some kind of bug in the beta.
"Evaluating" 5000 engineers a month almost seems low to me - they've been going full bore with advertising and have been on the top of reddit for the last month or two (and if I remember correctly I think I've seen them on twitter and FB). With this much spend I would have thought they'd have more candidates. Maybe thats a lot!
Has anyone on here used them from the employer side?
So I just tried to signup as an engineer and it says... "Unfortunately we're currently only able to work with people with legal status permitting employment in the US. We hope in the future to help set up visa sponsorships." So looks like it's only for US companies at the moment.
I'll bite: Isn't using scientific methods in HR similar to stock trading? I.e. you need to predict how well a given person would fit within a company; you can't really capture significant soft abilities like who-knows-whom, which might have significantly bigger impact on profitability of the project than any individual/technical contribution if you purely optimize for profit. You also need to take into account compan…