321–330 of 463 posts
Also, are we sure there is a shortage of engineers, or simply a shortage of engineers that can pass the hiring interviews and qualifications?
I think a lot of companies don't always mind waiting to find someone who passes there test, be it a newer grad, or an existing engineers that has now prepped up better.
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If you want to put candidates in control, build a CRM tool. When a recruiter pings me on LinkedIn or emails me, I have a URL I can send them to with an intake form. No more calls wasting my time, I can see the company/role/salary/etc. up front. The trick here is you need to figure out a business model where you don't take money from employers, because once you do its just the long slide to becoming a shittier LinkedI…
> salary Colorado now requires job postings to include something more or less like a "reasonable salary range". It hasn't been perfect, for example there are some companies who now just restrict their online job postings to say "except Colorado" instead of adding a salary. But as someone living in Colorado it's been nice to know the salary range up-front more often and to have confidence that I can ask them for a sal…
Unfortunately it looks like companies can just state wide ranges (which don't help applicants understand the market any better) and they can also omit other compensation elements beyond the base salary component (stocks, cash bonuses). That makes the disclosed information not very useful.
The "solution" to the big problem might be a 10 page PDF (for reasonable fee or free) to engineers on how to play the game to their own advantage. Of course no one really profits big from this enough to keep a startups lights on. But if all developers played the game well it helps everyone, even the few that don't play it (like a vaccine).
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The difference is in the bar for forcing companies to set aside parts of their screening process. To get them to do that - as we needed to under our old model, because we didn't have a notion of "recommended but without the requirement to skip tech screens" - we needed to be making very strong recommendations.
I'm a little bemused at the notion of evaluating someone "strong tech skills, but can't pass an interview" and determining that the appropriate recommendation is "talk to this guy, but -- unlike with most of our candidates -- don't skip the tech screens". The recommendation seems like the opposite of the diagnosis. How does the new ability to make that recommendation address the original problem?
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> 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.
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One thing I didn't like about TB is that I couldn't see my own score, or how I compared to others. They sent me follow-up emails, tried to engage me in interviews, asked if I had any questions, and when I asked about my score or how it related to others (top N% for example), they didn't even respond. If a company asks me if I have questions, and I ask them, and they ignore me, I'm done. I wasn't looking for a job, bu…
This must have been a long time ago! We've told you what your scores were and how they compared for quite a long time now. Even the current version of that page, which is like the third or fourth iteration, is now many months old. (That said, we've got a bug breaking that display right now. Working on it!)
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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.
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> 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
A) your company is engaged in disturbing monopolism; B) your company is engaged in disturbing labor exploitation and arbitrage; or C) your company is engaged in disturbing environmental destruction.
Would love to be proven wrong. Am I?
Edit: option D) is that American cardiologists are not as exclusive and skilled a labor force as I would prefer to believe ;)
My random Triplebyte anecdote is that I did good on the quizzes and gave a solid interview, but they declined to represent me. They were transparent about their reasoning: they saw me as somewhat of a specialist in parsing, and they didn't know how to place someone with that peculiar skillset. Which turned out fine. I found a job where my pre-computer programming work experience was relevant, and here a couple jobs l…
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I'm guessing this is your experience - was this more than a couple of months ago? We made some changes about ~6-8 weeks ago to how we order jobs to prioritize responsive companies much more than they were in the past. We also use responsiveness as an input to the "Likely To Accept" score shown for each job (here's a screenshot of a posting from my own prod-testing account: https://imgur.com/wSmGCEL ).
This was my experience twice trying to use Triplebyte in the past 2 years. It's a great platform, the indicator letting me know companies aren't going to respond is great. It just doesn't fix the problem that... the quality of companies on Triplebyte aren't companies most senior/lead/architect/advisory level engineers are willing to settle for. I'm being unnecessarily harsh/biased. I'm sure plenty of people use the p…
The "super week" of onsite interviews was interesting, probably increased my overall interviewing skill, but was probably one of the more stressful individual weeks in my life.