So, from what I understood from the article, the value of Triplebyte to the employers is that they are pre-screening the candidates. How are they planning to keep this value if they stop doing it?
Rethinking Triplebyte
411–420 of 463 posts
Re: Rethinking Triplebyte
#412Re: Rethinking Triplebyte
#413Earlier 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…
conversely, I discuss compensation immediately. In the segment of the market I'm in, I've wasted too much time going through interview processes only to get to the end and find out they're incapable of even matching my current comp. I've found being candid more successful.
Yeah I think it’s worth giving at least a range if you suspect the company can’t even meet the minimum. Like “at this point in my career I’m targeting positions that pay from $150-$200k.” If they balk and basically say the aren’t authorized to offer over $100k, you don’t have to waste your time. This probably makes more sense with smaller companies where they tend to have more limited budgets.
Re: Rethinking Triplebyte
#414I'm personally very excited to see this change by an industry leader! I think that there's a seismic shift waiting to happen w.r.t. engineer hiring. The "old guard" of hazing, quizzing, and gotcha-style interviews are slowly losing ground. The most friction when switching jobs is the interview process -- and the question is why? I've been writing code for a decade+ now, working on startups, for known tech companies,…
What I find particularly jarring about tech interviews is that they often don't adapt to the actual role you're interviewing for.
I moved from engineering to management over 5 years ago now and still in interviews for positions like "head of" in 100+ people companies or other management roles in bigger companies I got asked the usual algorithm questions.
I just have zero interest to prepare for these interviews, I don't have the time or the motivation, and I honestly just don't care about the answers. Most of my job, and my team's job, has nothing to do with them.
The world might be different in FAANG, and admittedly I have not worked there (though I have worked for other top companies) – but most companies are not at that scale, and they should not use the same metrics, particularly for management roles.
Re: Rethinking Triplebyte
#415Triplebyte was worthless from the start. I, a non-developer, took their quiz a couple of years back. The exact wording escapes me though the gist was "You've done exceptionally well and have 'x' chance with interviews." They didn't give any details on where you actually stood. The quiz was taken as a joke as I know java and objects exist, but no clue how to use them so it appears everyone gets the same canned response which would result in some people receiving false hope about getting a great job.
Re: Rethinking Triplebyte
#416Earlier quoted context omitted.
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…
In my experience this is worse than nothing, because the posted pay is so much lower than the companies are actually willing to offer. Positions posted for FAANG that I know are offering $250k+ total comp are posted with statements like “pay starting at $110,000 but varies based on your unique qualifications and experience”.
Re: Rethinking Triplebyte
#417Earlier quoted context omitted.
> I think a hiring process that puts engineers in control (no ghosting, get data on when a recruiter looks at your application, search ranking by whether companies lie to candidates) is something that should exist. I want to try to build it! This is a space that unions fill well compared to for-profit recruiting agencies. The organizations give engineers control and leverage in hiring, and can help them up-negotiate.…
Oh HELL no. Collective bargaining is inherently about eliminating competition between workers. That is, it creates a labour monopoly to balance out a labour monopsony. That might (might!) be a good thing for autoworkers. It would be an unmitigated disaster for software engineers, and the tech sector in general. People who write code are unbelievably productive compared to just about any other job function, and softwa…
Agree with most, but your valuation of coders is humorous. Save a few, they're not that special. Most are more similar to the factory line worker than other job functions.
Re: Rethinking Triplebyte
#418Earlier quoted context omitted.
Fair comment. I certainly don't think of us as a market leader. LinkedIn is the market leader. Honestly, the last year has been pretty hard for us (COVID and the problems with our model that I talk about in the post). That said, I think a hiring process that puts engineers in control (no ghosting, get data on when a recruiter looks at your application, search ranking by whether companies lie to candidates) is somethi…
Fair warning. There is a large pool of people who think that they are programmers, but are not. This is exactly what the infamous fizzbuzz test was intended to weed out. I personally know a top notch recruiter who credits her success due to learning early in her career how to filter most of the junk out. For example a "Perl programmer" who listed Microsoft Word as a skill was probably not worth looking at. (Note, thi…
This is very true. We weed out hundreds of applicants ler opening on very simple questions... Think what is the difference between const, var, and let declarations in JavaScript?
The problem is we're all spending weeks and weeks on weeding out fakers. We've moved to a quick pop quiz right after we get an apply. This takes out 85% of the candidates (it makes me sad when I look at how simple the stuff is that weeds them out...). Two interviews are more than enough to land on a hire after that.
Our company is a conversational recruiting software company (you apply, we say hi, and screen candidates in real time and then hook the candidates up with an interview). We started doing the screening in our chat flow and it works really well for us.
Re: Rethinking Triplebyte
#419Earlier quoted context omitted.
Source?
AB No.168[1], specifically 432.3(c) (c) An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment. [1] https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml...
Thank you. It says there: “The bill would specify that a violation of its provisions would not be subject to the misdemeanor provision”.
So it seems it’s not enforced.
Re: Rethinking Triplebyte
#420Earlier quoted context omitted.
100% this. They say individual engineers can't exercise this power, but that Triplebyte can use its weight to force their hand. As a hiring manager, I have dozens of recruiting platforms to choose from, most touting the same list of resumes. Yet another resume farm has zero power. Fortunately, most of the dirt thrown at recruiting teams is wrong in the first place. I don't know any hiring managers who make lowball of…
> As a hiring manager, I have dozens of recruiting platforms to choose from, most touting the same list of resumes. Yet another resume farm has zero power. Well, presumably the idea is that engineers, especially high quality ones, will be drawn to the recruiting platform that has more pro-engineer policies. And so if you avoid using it, you lose access to that subset of engineers. It's still a chicken and egg problem…
Yeah, I think the biggest issue is with the implication that their existing user base, which was built under their old policies, is a unique asset. I'd be willing to bet that a significant majority of current TripleByte applicants also use other platforms.
However, I think that even if they build an attractive, differentiated experience, the advantage is unstable. The problem is that "traditionally strong" applicants (those who already have positive ROI from existing processes) are disadvantaged by being exclusive to one platform. So, from a hiring perspective, TripleByte's differentiation in terms of unique resumes is going to be from people who are harder to assess.
I'm actually fine with that as a value case - we've had great success hiring from bootcamps. "We help you reach strong nontraditional applicants" is a great value proposition. But it's not the same as a position of power to dictate the hiring process. Maybe a better pitch would be: we run a process that helps great non-traditional talent and great non-traditional companies find each other.