251–260 of 301 posts
It's nice to know what a competitive base salary is for an engineer but when negotiating an offer I think you really should be looking at Total Compensation. RSU, Stock Options, Bonuses all play a very significant role when looking at offers. Especially if you work at one of the large tech companies (Google, Facebook, Amazon, etc) the stock grants are a VERY large portion of your compensation.
Earlier quoted context omitted.
I have a strong resume by most metrics, and I used Triplebyte because it seemed like a good method to learn about a ton of small companies I otherwise would never be able to find. (I didn't end up joining any of them, but they were solid 2nd/3rd/4th-choice offers.) I'm confused about why you think this is irrational. If I find some startup through Triplebyte, and then apply to them, it doesn't seem like a substantial…
By virtue of locating you via TripleByte, those 2nd/3rd/etc. companies revealed their goal is explicitly to dramatically underpay you, through a hiring platform that enables them to treat you like a commodity. If you’re OK with that, then by all means use that commodity portal to seek jobs. I mean that sincerely. If you prefer to trade possibly tens of thousands of dollars of salary, bonuses, equity or other compensa…
Are you saying it's impossible to negotiate a fair compensation package with an employer you found through TripleByte? You don't seem to be telling us why we should believe that.
Looking at just base salary is not useful at all for FAANG, since they all operate on total compensation. At Amazon for example, the salary is capped at $165k for all employees in Seattle (including SVP, VP, and director level).
Earlier quoted context omitted.
By virtue of locating you via TripleByte, those 2nd/3rd/etc. companies revealed their goal is explicitly to dramatically underpay you, through a hiring platform that enables them to treat you like a commodity. If you’re OK with that, then by all means use that commodity portal to seek jobs. I mean that sincerely. If you prefer to trade possibly tens of thousands of dollars of salary, bonuses, equity or other compensa…
> For me, for example, the fact that those positions can be matched up to me on TripleByte would literally make me reject those jobs. That seems shortsighted. If I was running a startup again and looking to grow my team after exhausting my personal network, triplebyte would be a good value proposition: reduce the time it takes me to hire by pre screening candidates and presenting me with a curated set of people to in…
How does this follow? Obviously the buyer (busy CEOs of start-ups looking to pay below market) wants a commodity platform to buy.
That does not mean the seller (job candidates) wants to sell on that platform, especially if the platform cheapens their product (such as reducing developers to a commodity interview process that fails to capture their value additive skills).
Base salary is a pretty useless statistic in tech. Almost all higher paying jobs are going to have a large component of the compensation in equity or discretionary bonuses.
Earlier quoted context omitted.
> For me, for example, the fact that those positions can be matched up to me on TripleByte would literally make me reject those jobs. That seems shortsighted. If I was running a startup again and looking to grow my team after exhausting my personal network, triplebyte would be a good value proposition: reduce the time it takes me to hire by pre screening candidates and presenting me with a curated set of people to in…
> “So it follows that if I wanted to join a startup I’d consider triplebyte for the same reason —- I can see busy ceos of small companies using it.” How does this follow? Obviously the buyer (busy CEOs of start-ups looking to pay below market) wants a commodity platform to buy. That does not mean the seller (job candidates) wants to sell on that platform, especially if the platform cheapens their product (such as red…
I don’t see how customers of TripleByte are looking to pay less any more than any other ceo that’s trying to maximize profits while minimizing costs.
Ben from Triplebyte here, I'm the engineer who built this tool from our offer data. The finding that most surprised me was that the mean salary for an engineer without a college degree is only $3k (~2%) less than for those with one; this gap is much smaller than in the labor market as a whole. One explanation is that CS really is a field where educational signaling doesn't (or at least needn't) matter as much as in o…
So are $300,000 Google salaries a myth, or Triplebyte doesn't place with FAANG?
If you take their numbers that works out to $350-$400k.
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> The finding that most surprised me was that the mean salary for an engineer without a college degree is only $3k (~2%) less than for those with one; this gap is much smaller than in the labor market as a whole. The sample set of people using TripleByte is not going to be remotely representative of the market for developers as a whole. Candidates with stronger resumes are not going to be using third party recruiters…
This! We are a small team of 5 expecting to double in 2019, all from experienced folks extracted from big companies. We budgeted $260 each and our investors didn't bat an eye.
Earlier quoted context omitted.
> The finding that most surprised me was that the mean salary for an engineer without a college degree is only $3k (~2%) less than for those with one; this gap is much smaller than in the labor market as a whole. The sample set of people using TripleByte is not going to be remotely representative of the market for developers as a whole. Candidates with stronger resumes are not going to be using third party recruiters…
Yeah, just to elaborate on this (because I think the point of this comment has been missed a bit elsewhere on the sub-thread): - TripleByte imposes a cost (having to go through their process) in exchange for getting to signal programming ability, a prerequisite to getting in the door (getting an interview) - People with strong credentials don't need to incur that cost, so they probably won't do so. This means TripleB…
I wouldn't say Triplebyte imposes a significant cost on the candidate. They only have two rounds: one is a quiz that's quite straightforward to complete (about a half hour of multiple choice, if I recall correctly), and a single 1-2 hour video interview. If nothing else, it's good practice for the candidate.
Plus, they dangle some brand names as partners that would attract any candidate, including the cream of the crop. Stripe, Palantir, etc. So top tier candidates are certainly likely to be convinced to give Triplebyte's process a shot.
I'm not sure how often candidates get matched with those top tier companies on Triplebyte -- I didn't get matched in my recent job search, and ended up applying and receiving offers from several of them independently of Triplebyte -- but it's certainly plausible that Triplebyte has many top candidates at least giving the platform a try.
Regardless of which candidates are using Triplebyte, the only relevant data is which candidates are _getting offers via Triplebyte_. In my experience, I received several offers, only one of them via Triplebyte (I only accepted one onsite there) - Triplebyte has no insight into my other offers.
That one offer via Triplebyte was significantly lower - at least on base - than all of the other offers I received. It would've put me in the 50ish percentile on this post's plots. The other offers put me in ~60-97 percentile. Very anecdotal, but I wouldn't be surprised if the majority of companies giving offers via Triplebyte are generally paying less than top companies who are less likely to use Triplebyte despite having a presence on the platform.