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Rethinking Triplebyte

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Re: Rethinking Triplebyte

#351

Post by swat535 »

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…

This is great actually because you avoid wasting candidate's time, they can move on quickly to better companies that have a more fitting interview approach.

Re: Rethinking Triplebyte

#352

Post by tomp »

BurningFrog wrote: post #335
duxup wrote: post #304

Earlier quoted context omitted.

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

I think that question applies equally to both parties.

No it doesn’t. The company is fundamentally in a much better negotiating position (they have much more data on salaries) and carry way less risk than the employee (a company has many employees, each employee has just one job).

Re: Rethinking Triplebyte

#353

Post by zebnyc »

rachofsunshine wrote: post #243
treis wrote: post #206

Earlier quoted context omitted.

It's ridiculous. You can go through a couple screens, 5 coding interviews, and the end is just a "no" due to liability reasons. Literally zero information about why you didn't get an offer or if you were even close.

It's not just liability. The last time I was a hiring manager, I committed to giving feedback to anyone I rejected after the very first screening step. This was about 25-30% of applicants, which (even for a role in considerably less demand than engineering jobs) ended up being many dozens of emails. It was a giant pain in the ass - and it's pretty emotionally draining because you're turning down people who would real…

It might not be fun but it is definitely good for your brand. In the last few years, I have interviewed at several dozen companies but the only companies which provided feedback to me were Facebook and Brex. This sub communicates to me that they take the candidate seriously and don't jerk them around.

Next time I look for a job, I will definitely be targeting both these companies.

Re: Rethinking Triplebyte

#354

Post by ping_pong »

crooked-v wrote: post #17
edgyquant wrote: post #11

I'm an engineer who was introduced to a startup via triplebyte. I liked the platform because I went through a technical interview to even be allowed to connect with companies (one that a lot of my peers who are junior level weren't able to pass.) I guess my first thought is that doesn't this defeat the initial purpose of Triplebyte? If you allow everyone in, regardless of if they are qualified to be a senior level en…

I'll broadly second this. As an experienced dev, what kept Triplebyte on my radar was being able to at least theoretically cut past the initial round of 'can you actually fizzbuzz or are you just lying about it' that most companies need to filter out the people with inexplicably good resumes but no practical skills.

Triplebyte was basically friction. It didn't help you skip the onsite and instead forced you to do two onsites, once with Triplebyte and once with the hiring company. It didn't make sense to ever engage with Triplebyte.

Re: Rethinking Triplebyte

#355

Post by ummonk »

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 talk through your comp ranges and let the candidate decide whether that works for them?

Re: Rethinking Triplebyte

#357

Post by nostrademons »

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…

Stock price for most of the FAANGs has gone up by about 2.5x in the last year. If you had $200K base, $50K bonus, and $300K stock compensation in 2019, you're now making $1M today. That's roughly L6/E6/ICT6 (staff) level.

Re: Rethinking Triplebyte

#358

Post by opeongod »

failwhaleshark wrote: post #256
an_opabinia wrote: post #192

Earlier quoted context omitted.

I used TripleByte to recruit people for a startup without paying, by asking people to sign up for the test and screenshot the answers and collecting the scores at the end. I already had an inbound funnel, I just liked your test when I saw it the first time. In 2015, candidates with the same schooling scored about 20 percentage points lower than 2020, the last candidates I used the test for. The number of questions do…

Pedigree filtering is most often myopic elitism, especially in a business context. Anecdotally, I avoided MIT and Harvard because of Boston's snow and traffic. CalTech is Pasadena: too frick'n hot. I didn't study at all for the SAT-I and aced the math section. (The SAT should be more like the JEE.) I went to an expensive, "top 50" public university where I liked the area. Also, it was more practical and rigorous acad…

I have a sneaking suspicion that being "too smart" isn't why you bombed those interviews. I know I’d never want you on my team after reading just this one post, can’t imagine having to suffer through a multi-hour interview too.

Re: Rethinking Triplebyte

#359

Post by zebnyc »

Does anyone think that this will work? Call me a cynic but I have very little faith in reputation building companies /platforms which know which side one's bread is buttered.

Anecdote: Recruiter R from Company A reaches out to me, we have a conversation and she says HM (hiring manager) loves your profile and wants to talk couple of days later and so we schedule a time slot to talk to HM. Next day, R calls and says HM wants to know why I left a previous employer X and I just blurted out the truth which was that X made it very difficult for me to take FMLA when my kid was born and I got pissed and left. Shortly after this I received a rejection message. This is classic discrimination as defined by EEOC.

I replied to R and said this is discrimination and she denied it. I posted my experience on Glassdoor and my post was flagged and removed. Nowadays I am honest but not truthful.

Re: Rethinking Triplebyte

#360

Post by Imnimo »

41b696ef1113 wrote: post #266
dvt wrote: post #131

Earlier quoted context omitted.

> You think literal geniuses can't solve sligtly challenging algorithm questions ? (N.B. I was being a bit hyperbolic, but, yes, for example, I highly doubt Steve Jobs could.) The spirit of my point is that most smart people don't care about the kind of idiotic minutia typical hiring panels ask. They care about interesting/creative problems.

I think maybe someone like Donald Knuth would have been a better example.

Maybe everyone's using this problem as their first screen:

https://keithschwarz.com/interesting/code/?dir=find-duplicat...

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