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Rethinking Triplebyte

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Re: Rethinking Triplebyte

#301

Post by localcrisis »

cinquemb wrote: post #146
bigbillheck wrote: post #115

Earlier quoted context omitted.

I noticed that too, and when you combine it with "Triplebyte has hundreds of thousands of engineers on our platform" it means they aren't doing great with the rate either.

in the comments: dev) > I forgot how to implement the zig operation in a splay tree. employee at Triplebyte) > To put some hard numbers to this: further down this thread, there's a post about how "any engineer" could answer a question the poster thinks is too easy. I looked up the question in our back end and, in fact, barely a third of people who take our quiz get it right (the correct answer isn't even the most com…

I agree. We tried using TripleByte for hiring but what they screen for and what matters are entirely different. A founder we knew got an angry missive from one of the TripleByte founders because they’d rejected candidates during a final culture screen. Apparently the only qualification should be whether the candidate can do contrived coding tests and programming jeopardy, but whether you actually want to work with them is beside the point!

Re: Rethinking Triplebyte

#302

Post by treis »

google234123 wrote: post #68
manv1 wrote: post #62

Earlier quoted context omitted.

Depending on the language and how it passes in values, you'll have different answers. Assuming it's javascript the answer is 0,1. In other languages it might be 1, 1. That's a tricky question, and if you're not good enough to understand why they're asking that then you fail!

I think it's pretty necessary to know how your chosen language passes values.

This is more about knowing what const does to an array. Which is, IMHO, not how I would expect it to behave. So it's somewhat of a trick question. But I don't write too much JS so I don't know how well known that quirk would be.

Re: Rethinking Triplebyte

#303

Post by sneak »

baumy wrote: post #247
nostrademons wrote: post #209

Earlier quoted context omitted.

Semi-serious question, asking for an indeterminate person: If your desired comp number actually is $1M/year, will that just flag you as a joke to Triplebyte companies? With post-pandemic stock price increases a lot of engineers at FAANGs are making more than that now.

> If your desired comp number actually is $1M/year, will that just flag you as a joke to Triplebyte companies? With post-pandemic stock price increases a lot of engineers at FAANGs are making more than that now. For any reasonable definition of "a lot", no they absolutely are not. A lot of people with 2+ years of experience who've either been promoted once and received a strong annual review, or switched jobs as a mi…

> Nobody was making $1M/year.

Nobody that makes 2x what their coworkers do at the same job/level casually discloses their comp at the water cooler.

Re: Rethinking Triplebyte

#304

Post by duxup »

slownews45 wrote: post #255
pmoriarty wrote: post #208

Earlier quoted context omitted.

I never, ever, ever give anyone a number until the salary negotiation stage of the interview (ie. after I've been given a job offer), and even then I only give the company a number as a counter to their offer. I always do this negotiation myself, and never let anyone else negotiate for me. Almost all recruiters have been fine with that, but a couple haven't. To such people I wish a good day and go my own way. There a…

On hiring side we screen folks out pretty quickly who can't discuss money. I used to be much more relaxed about this, but if you get burned doing a few rounds of interviews and it was a waste you wise up pretty quickly - teams do not like time wasted. I've also found that folks who can't / won't talk money - usually not great hires for a bunch of reasons. We're happy to talk through the different positions, levels, p…

Why can't you just tell them a range you're offering?

Re: Rethinking Triplebyte

#305

Post by Aperocky »

908B64B197 wrote: post #278
Aperocky wrote: post #145

Earlier quoted context omitted.

A school that has consistently ranked top 20 and sometimes in top 10. My major are slightly mismatched though.

Top 20/10 for your field? In the US? Worldwide?

General, not sure about the field.

I also don't think field matters until one gets to PhD levels, which I did not.

Re: Rethinking Triplebyte

#306

Post by haliskerbas »

sneak wrote: post #303
baumy wrote: post #247

Earlier quoted context omitted.

> If your desired comp number actually is $1M/year, will that just flag you as a joke to Triplebyte companies? With post-pandemic stock price increases a lot of engineers at FAANGs are making more than that now. For any reasonable definition of "a lot", no they absolutely are not. A lot of people with 2+ years of experience who've either been promoted once and received a strong annual review, or switched jobs as a mi…

> Nobody was making $1M/year. Nobody that makes 2x what their coworkers do at the same job/level casually discloses their comp at the water cooler.

I can guarantee people at my company and level make 3-4x more than me. Push into the next level and you have quite a few $1M+ TC

Re: Rethinking Triplebyte

#307

Post by pclmulqdq »

I tried the triplebyte test when I was finding a job ~2 years ago. The test was biased towards web developers (which I was not), and I failed it. It was an infuriating experience and turned me off to the whole concept. I went on with my normal job searching process (which generally involved recruiters who reached out to me, and friends giving referrals). I landed a very nice job at a big tech company and swore to never touch triplebyte again. This is just an anecdote, but I would bet that many highly qualified engineers failed the test once and then they decided not to ever go back. If the test had told you why you failed or what to study, I bet I would have tried it again.

Re: Rethinking Triplebyte

#308

Post by usaar333 »

RussianCow wrote: post #264
usaar333 wrote: post #235

Earlier quoted context omitted.

A particular problem with doing that is discussed in the post; you risk everyone's time being wasted if the company will never be able to meet your target.

For a big enough company, you can collect a few data points via Glassdoor[0], levels.fyi, etc to make sure that they pay in the range you're looking for before you even begin the interview process. For smaller companies, you're absolutely right, although I personally tend to give a very broad range[0] at the beginning of the process, and only narrow that down at the offer stage. That's worked well for me in the past.…

> For a big enough company, you can collect a few data points via Glassdoor[0], levels.fyi, etc to make sure that they pay in the range you're looking for before you even begin the interview process.

Agreed though in practice that just moves the pre-interview conversation from a comp discussion to a leveling discussion.

Re: Rethinking Triplebyte

#309

Post by usaar333 »

WoodenChair wrote: post #242
jedberg wrote: post #228

Earlier quoted context omitted.

> going to Harvard instead of Berkeley is also worth about 10 percentage points. That's interesting to me. Most reputable rankings put Berkeley at #2 or #3, and Harvard is usually around #7 or #8 (and US News puts them at #16!). I wonder what the cause of that discrepancy is.

CS program rankings are largely based on their graduate programs. The parent comment is almost certainly talking about candidates with bachelors degrees. For undergraduate Berkeley has a 16% acceptance rate and Harvard has a 4% acceptance rate. This will likely act as a filter in combination with the quality of the undergraduate CS program, which could be better at either institution but is hard to get a metric for.

> For undergraduate Berkeley has a 16% acceptance rate and Harvard has a 4% acceptance rate.

Berkeley EECS is sub-7%.

Re: Rethinking Triplebyte

#310

Post by dboreham »

duxup wrote: post #304
slownews45 wrote: post #255

Earlier quoted context omitted.

On hiring side we screen folks out pretty quickly who can't discuss money. I used to be much more relaxed about this, but if you get burned doing a few rounds of interviews and it was a waste you wise up pretty quickly - teams do not like time wasted. I've also found that folks who can't / won't talk money - usually not great hires for a bunch of reasons. We're happy to talk through the different positions, levels, p…

Why can't you just tell them a range you're offering?

Because then the candidate will be upset when you lowball them because they're not as strong or experienced as your range max merits.
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