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Rethinking Triplebyte

triplebyte.com

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Re: Rethinking Triplebyte

#91

Post by JMTQp8lwXL »

ammon wrote: post #56
reillyse wrote: post #40

I see a lot of people in the comments describe triplebyte as a “market leader” and discuss how good they are. I can’t believe how gullible everyone is especially on a startup forum. Let me spell it out to y’all, nobody pivots and changes their entire business model if they are crushing it. So the implication is that triplebyte are not crushing it. So, this probably has gone the same way as lots of other tech startups…

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…

As a candidate, I'm willing to put up with sometimes shoddy interview outcomes (e.g., ghosting) if my funnel is far greater and consequently leads to a more competitive offer, which is the end goal. A narrower funnel, that pre-selects for higher expectations of how companies engage in the process, may end up falling short of what I'm optimizing for.

Re: Rethinking Triplebyte

#92

Post by ninetax »

I'd love to work with Triplebyte (as someone who's running a hiring process), but a while back they removed their option to work on contingency, and it's a difficult sell to fork over $X,000k for another source of engineers when it would just be one of 10 sources we already work with.

Maybe I'm wrong here, but it gives me the impression that Triplebyte doesn't believe in it's ability to get candidates into jobs. If companies pay (a not small sum) when candidates actually get hired, then I feel that incentives are aligned. If it's an annual fee (with no option for contingency) then I wonder what incentive the company has to make sure what I care about (making a hire) is the thing they care about.

90% of the other major players (AngelList, Hired, etc) in the market offer this... so why not Triplebyte? Perhaps I'm missing something.

Re: Rethinking Triplebyte

#93

Post by erik_seaberg »

rachofsunshine wrote: post #45
jchiu1106 wrote: post #32

Without passing the minimum bar, how does Triplebyte distinguish itself from other 1000 platforms where people post resumes? Also, dissing those who have passed the bar as "engineers who like tests" is disrespectful. When they first launched, passing the bar makes you (in their words) a highly qualified engineer, and now passing the bar means nothing except that you only "like tests"...lol Fundamentally, I think this…

> Without passing the minimum bar, how does Triplebyte distinguish itself from other 1000 platforms where people post resumes? We still have the quiz, and we still show performance on it prominently on your profile (provided you've chosen to share those scores). In fact, we've put a lot of energy into improving the trust companies place in our quizzes over the past year precisely because we think that skills data is…

> crumple under the pressure of the real thing

I think that goes to another ability. If we need a candidate to gracefully handle a 3 AM production outage, we should expect them to handle an interview.

Re: Rethinking Triplebyte

#94

Post by ninetax »

I feel that part ofthe thing they want to do is already done well by keyvalues.com

Not that there's not room for another player in the space, but it's just a good example of how to do it well.

Re: Rethinking Triplebyte

#95

Post by rachofsunshine »

ALittleLight wrote: post #50
rachofsunshine wrote: post #45

Earlier quoted context omitted.

> Without passing the minimum bar, how does Triplebyte distinguish itself from other 1000 platforms where people post resumes? We still have the quiz, and we still show performance on it prominently on your profile (provided you've chosen to share those scores). In fact, we've put a lot of energy into improving the trust companies place in our quizzes over the past year precisely because we think that skills data is…

An alternate explanation is that you want more users and the quiz is one of the top things excluding people from the top of your funnel.

Well, yeah - weren't we pretty upfront about the fact that we were only serving a relatively small number of people? That's not the same thing as "we were only taking good engineers and now we take a new cohort of just bad engineers", though.

Re: Rethinking Triplebyte

#96

Post by cinquemb »

dvt wrote: post #29

I'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,…

> And, I get it, Google doesn't care. Amazon doesn't care. (There's an argument that they should.)

And yet they will still email you, year after year… as a dev that's worked in finance/academic research labs and for low funded/bootstraped startups all over the world for the past 10 years… I'll never get into these big companies because I simply try to find companies that need work done yesterday, see my experience (maybe reach out to past corps i've done work for), and give me an offer for at least a short term contract (and these big companies will never do this).

The worst is when I've think I found an interesting company (that on more than one occasion, publicly likes to complain about not having enough devs… lol), start talking a bit and they send me a triplebyte link… maybe it will be different this time, but I doubt it because these behaviors are too ingrained in a lot of corporate processes (even if its mostly "big co does this, me small co must copy"-NPC type thinking)…

Re: Rethinking Triplebyte

#97

Post by 908B64B197 »

akomtu wrote: post #80

Here's an advice. The software engineering market, at least the upper end of it, doesn't need a email forwarding proxy middleman. What it needs is a club-like organisation that acts as a negotiator that leverages insider knowledge to get unreasonable parties on both ends to sign a contract. Good devs don't really search for jobs and don't really talk to random recruiters. They get a steady stream of sales pitches fro…

Companies that are serious about finding software talent already sort of understand that and hire based on recommendation from high performers.

Re: Rethinking Triplebyte

#98

Post by 908B64B197 »

Aperocky wrote: post #54
qchris wrote: post #27

By far the most exciting thing about this announcement is this feature: "Detailed information on what a recruiter did with your application." I've been wishing for something like this for years . Especially for early-career engineers or people from non-traditional backgrounds, this is insanely valuable because it helps you to know avoid wasting time on applications that will never go anywhere; avoid typing in your re…

When I graduated I submitted around 50 applications to open jobs around where I live, to almost no feedback at all. I'm in this industry and doing well because of recruiter reaching out to me (multiple times) and not vice versa. The whole idea of applying for jobs just doesn't seem to work at all.

Where did you graduate from?

Re: Rethinking Triplebyte

#100

Post by 908B64B197 »

Terretta wrote: post #65

A benefit of Triplebyte to big enterprises not mentioned in Triplebyte’s discussion here: acting as engineering assessment proxy for engineering hiring managers stuck with pathologically risk averse enterprise HR departments. Often enterprise HR is paranoid of honestly evaluating anyone for anything, to the point that many HR teams tell one another and engineering hiring managers that it’s “illegal” to assess candida…

> If you think about joining a dev team where no one checked if any candidate could FizzBuzz, you can imagine the workplace environment that can end up with.

That sounds hilarious How could a dev team not be able to write 5 lines?

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