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Rethinking Triplebyte

429 pointsby Harjalmost 4 years ago

80 comments

reillysealmost 4 years ago
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. They’ve raised a bunch of money spent it all on ads , distorted the market for a while (usually just the advertising market) and now are on the way out. No matter what fluff or spin they put on it, that’s what’s happening.
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qchrisalmost 4 years ago
By far the most exciting thing about this announcement is this feature: &quot;Detailed information on what a recruiter did with your application.&quot;<p>I&#x27;ve been wishing for something like this for <i>years</i>. 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 resume, line by line, into another form after already submitting your pdf. Avoid writing a cover letter to a job that&#x27;s already been filled. Avoid applying to a posting that&#x27;s really just out there for a company to &quot;gauge&quot; interest, not for filling a real role.<p>If an application is rejected, fine. But getting a follow-up request 7 months after submitting a resume into a black hole is ridiculous, and I think any system that decreases the information asymmetry between the applicant and the employer that allows people to intelligently approach their career search is going to be tapping into something truly valuable.
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Terrettaalmost 4 years ago
A benefit of Triplebyte to big enterprises <i>not</i> mentioned in Triplebyte’s discussion here: acting as engineering assessment proxy for engineering hiring managers stuck with pathologically risk averse enterprise HR departments.<p>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 candidate abilities on the way in the door, at all.<p>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.<p>Triplebyte is able to provide engineering managers with a stack of pre-vetted resumes so an enterprise can interview by its lowest common denominator HR policies, while still having a prayer a team will at least be made of candidates who can code.<p>The value of this to an enterprise stuck in this position is hard to overstate.<p>Hopefully along with expanding the talent pool per this post, Triplebyte can figure out a way to get well paid for this ability to help land <i>actual</i> coders on <i>actual</i> dev teams <i>despite</i> enterprise HR.<p>The need for this is huge.<p>&#x2F;&#x2F; I see a comment below from a Triplebyte PM about score matching: <a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=27542621" rel="nofollow">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=27542621</a> … That would be slick: land candidates that genuinely raise the bar, but aren’t <i>so</i> far ahead as to be speaking a foreign language to the team. Of course, this would require also assessing the target team, and oops, we’re right back up against that HR policy…
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samatmanalmost 4 years ago
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&#x27;t know how to place someone with that peculiar skillset.<p>Which turned out fine. I found a job where my pre-computer programming work experience was relevant, and here a couple jobs later I&#x27;m working heavily with and on parsers.<p>So. Count me as one engineer they rejected who doesn&#x27;t hold that against them.<p>I&#x27;m pessimistic about this pivot though, for a couple reasons. One, it smells desperate. Recruiting is sales, and in sales, desperation is the kiss of death. I can&#x27;t read that blog post without coming away with the strong sense that if this doesn&#x27;t work, it&#x27;s over for them. If I can see it, anyone can see it.<p>Two, companies aren&#x27;t going to want to work with a firm that&#x27;s allowing engineers to collect detailed information on douchey behaviour that the company might engage in. Does Triplebyte have the leverage and moxie to make them engage anyway? Probably not, see point one.<p>I wish them well, because recruiting is awful, interviewing is broken, and engineers deserve to have a better time of it given how demand-driven the market is, and likely will remain for quite some time.<p>Can&#x27;t help thinking they&#x27;ll be writing about their incredible journey within a year or two.
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dvtalmost 4 years ago
I&#x27;m personally very excited to see this change by an industry leader! I think that there&#x27;s a seismic shift waiting to happen w.r.t. engineer hiring. The &quot;old guard&quot; of hazing, quizzing, and gotcha-style interviews are slowly losing ground.<p>The most friction when switching jobs is the interview process -- and the question is <i>why?</i> I&#x27;ve been writing code for a decade+ now, working on startups, for known tech companies, public open-source, and have written a freakin&#x27; <i>book</i>! But, oh, my bad, I couldn&#x27;t figure out a solution to your optimization question. I forgot how to implement the zig operation in a splay tree. I might simply not function well under pressure. Maybe I&#x27;m having a bad day.<p>Companies are missing out on literal geniuses by using outdated hiring practices. And, I get it, Google doesn&#x27;t care. Amazon doesn&#x27;t care. (There&#x27;s an argument that they should.) They&#x27;re huge and get X,XXX applicants daily. But why are small startups using the same hiring methodologies? It quite literally makes no sense. They&#x27;re shooting themselves in the foot. I&#x27;m very passionate about this, and I&#x27;m working on a book on how to hire engineers. Maybe I&#x27;ll actually finish it one of these days :)
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patothonalmost 4 years ago
10 years ago, I built chooseyourboss.com from scratch for a client of mine (with one of my best friends).<p>Our principles at the time were very similar to what Triplebyte is trying to do now: give power back to developers.<p>We build a version of &quot;hired&quot; (did they die?) before &quot;hired&quot; even exist. A matching platform that was matching people with companies that was sharing both their desires and values. Small&#x2F;big company. Consulting&#x2F;Product company. How much $$ do you want? What technologies you&#x27;re interested in? Where do you want to work? All of this anonymously of course.<p>It was all fine and dandy, the company actually still exists and generates revenue, but I&#x27;m overall very bearish on the recruiting space.<p>It&#x27;s a sales game. It&#x27;s a numbers game. And on top of this the people top companies REALLY want to hire aren&#x27;t hanging out in these recruiting platforms. So as a platform you&#x27;re only feeding average&#x2F;average low candidates to companies, and in the meantime, companies that have in house or externalized sourcing resources get better results by going over linkedin and their employees network.<p>It then becomes a financial game for companies.<p>And platforms that are not linkeding rarely win.
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ninetaxalmost 4 years ago
I&#x27;d love to work with Triplebyte (as someone who&#x27;s running a hiring process), but a while back they removed their option to work on contingency, and it&#x27;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.<p>Maybe I&#x27;m wrong here, but it gives me the impression that Triplebyte doesn&#x27;t believe in it&#x27;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&#x27;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.<p>90% of the other major players (AngelList, Hired, etc) in the market offer this... so why not Triplebyte? Perhaps I&#x27;m missing something.
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devwastakenalmost 4 years ago
As always with posts about employment, the idea that there&#x27;s higher demand than supply for engineers is a lie. The demand for highly experienced cheap engineers is high, the demand for junior developers is almost non existent. New CS grads struggle to find employment, there are tens of thousands of very capable devs in open source that cannot find employment. Nobody hears about it because only those that succeed are actually spending time on forums like these talking about it.<p>We have a big problem in the culture of employing developers that is closely related to how the startup market operates. The market is willing to shovel money at a problem rather than spend time, therefore the market will pay someone with specific experience in their problem far more than pay someone less and have more time to learn the domain. This results in siphoning of experienced developers away from new developers, which artificially reduces the number of experienced devs. The market is <i>creating</i> the problem for short term profit, and then turning around, lying and saying &quot;there&#x27;s not enough devs&quot;.
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edgyquantalmost 4 years ago
I&#x27;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&#x27;t able to pass.) I guess my first thought is that doesn&#x27;t this defeat the initial purpose of Triplebyte?<p>If you allow everyone in, regardless of if they are qualified to be a senior level engineer, will this not just be another job hunt platform where (when I look for another job) I&#x27;d still have to do another technical interview at the company itself?<p>How will companies know now who has been vetted as qualified and who is just lying on their resume? Maybe it&#x27;s shitty to think this way but there is already a ton of sites out there that allow me to send my resume (or allow a company to view mine) before starting a traditional hiring process that Triplebyte prevented, allowing companies to connect with qualified high level engineers and know the person would fit their skill needs. The way it was companies mainly were just testing for cultural fits, etc.
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towergratisalmost 4 years ago
The problem with Triplebyte IMHO is that what the originally promised, while a great idea and concept, it cannot scale. Also after interviewing with them for a role in their company I got to realize they don&#x27;t know how to conduct interviews themselves.<p>I used them two times. The first one was very early on, where I was given a home assignment and interviewed on it by Aaron himself, if I am not mistaken. The dude was awesome at interviewing, and knew exactly how to probe to get a better understanding of your skills.<p>That was when they were promising that you can interview with them so you don&#x27;t have to do technical interviews with the companies. I thought it was an awesome concept and could really reshape hiring in the tech industry.<p>Second time was a couple of years ago, where the model has already changed a bit. Passed the first round and one of the companies that I could interview for was triplebyte themselves.<p>What a disappointment! The only difference in the interview process than the rest of the companies was that they gave you a laptop and asked you to do practical coding instead of whiteboard generic algorithm solving.<p>Some of the interviewers themselves were junior members of the stuff with 0 experience in interviewing.
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jchiu1106almost 4 years ago
Without passing the minimum bar, how does Triplebyte distinguish itself from other 1000 platforms where people post resumes?<p>Also, dissing those who have passed the bar as &quot;engineers who like tests&quot; 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 &quot;like tests&quot;...lol<p>Fundamentally, I think this invalidates Triplebyte&#x27;s business model. Companies don&#x27;t really care if someone passes your tests. They still put you through LC type interviews onsite. They simply save a phone screen.
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jawnsalmost 4 years ago
Some Hacker News context and discussion from last year around the &quot;fiasco&quot; that CEO Ammon Bartram mentions in this blog post:<p>Tell HN: Interviewed with Triplebyte? Your profile is about to become public (1543 points) <a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23279837" rel="nofollow">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23279837</a><p>Tell HN: Triplebyte reverses, emails apology (1030 points) <a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23303037" rel="nofollow">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23303037</a>
nunezalmost 4 years ago
Who was the woman that wrote about how every &quot;innovative&quot; engineer recruiting platform eventually devolves into LinkedIn Recruiter?<p>Because she fucking nailed it with Triplebyte.<p>I used Triplebyte. I really liked it. The leads were not as great or as numerous as I was hoping, and I felt like I still had to do pseudo-technical interviews anyway. Fucking COVID, man.<p>I hope this pivot works for them.
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TuringTestalmost 4 years ago
<i>&gt; We want to stop being a placement agency, and instead become a job search platform that leverages that unique power to create a better hiring process for engineers</i><p><i>&gt; Triplebyte has hundreds of thousands of engineers on our platform, and that means we can flip the script on companies. The collective power of thousands of engineers is enough to change their incentives in a way that individual engineers cannot.</i><p>&gt; <i>We can change their incentives directly by rewarding or punishing certain behavior. For example, companies aren’t normally incentivized to provide salary and culture data. But we can force their hand by promoting transparent companies in our search rankings. When a company’s access to thousands of engineers is on the line, their incentives are very different. The same goes for honesty: a company often has no reason to be honest with any one engineer, but we can disincentivize lying by making their behavior with one engineer affect their access to the next.</i><p>So... a union? In digital, online format?<p>I&#x27;m glad that someone there is now realising the advantages of joining forces to negotiate workers&#x27; conditions. It was about time high-tech engineers noticed this.
dragon96almost 4 years ago
Interesting idea. I love the recognition of current hiring asymmetries. Some of the practices by companies simply shouldn&#x27;t be tolerated, like the recruiter ghosting, opaqueness on salary ranges, exploding offers, misleading listings or qualifications, lack of feedback, etc., and I wonder if some of these can be solved by a company like TB that facilitates the hiring market and pipelining the process.<p>So hiring through TripleByte would be conducted in some fixed-length time intervals (e.g. 1 month). Companies specify skills they&#x27;re hiring for, interested engineers interview for the skills that TripleByte can screen for and supply a minimum salary (invisible to companies), and companies hiring that month bid starting at the min salary for the engineer with all other hiring companies.<p>If the market determines the hiring timeline, recruiters can&#x27;t put you on hold if they&#x27;re interested-but-not-sure, and can&#x27;t use exploding offer tactics. It also pushes companies to be more honest about salary ranges and required skills. TripleByte would be responsible for providing feedback rather than the companies.
nightsd01almost 4 years ago
I am a self taught engineer without a CS degree, and I went through Triplebyte at the end of 2017. It was an absolutely incredible experience, and really helped me break into the industry, and I’ll always be grateful to them.<p>I found an awesome startup to work at. And now, years later, I work at a FAANG company, working on tons of interesting problems. Thank you triplebyte, and good luck with the pivot!
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yangezalmost 4 years ago
&gt; We want to be the job search platform that puts engineers in control.<p>I love this, but I&#x27;m curious about the incentives here. Triplebyte only makes money from companies, not engineers. In the long run, can engineer-centric intentions override a business model based around companies and recruiters staying happy? I hope so!
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acarl005almost 4 years ago
I got my job through TripleByte. I consider it my dream job. Honestly, I loved the experience with TripleByte. I got a bunch of interviews to happen at the same time. Having them all together increases our bargaining power. It&#x27;s hard to get the processes with different companies to coincide if you&#x27;re just waiting around for recruiters to reach out. I already felt like it gave me the power. I&#x27;m sad to hear it&#x27;s changing, because I would&#x27;ve used it again. I&#x27;ve also referred tons of people out of genuine liking of the service. Not sure if I can recommend it anymore. Still, I&#x27;m very thankful for what they did for me. I hope their new style works out.
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akomtualmost 4 years ago
Here&#x27;s an advice. The software engineering market, at least the upper end of it, doesn&#x27;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&#x27;t really search for jobs and don&#x27;t really talk to random recruiters. They get a steady stream of sales pitches from friends of friends or former co-workers and leverage their fairly wide network to get insider info about companies they&#x27;re considering to join to get a good contract. The &quot;club&quot; would be like a golf club address book with staff working to connect matching parties. It&#x27;s surely not a dating site for programmers with ahem.. &quot;AI&quot; selling resumes to data brokers.
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Leoeeralmost 4 years ago
So, I&#x27;m personally pretty unhappy with this change, because part of what made triplebyte valuable (and gave y&#x27;all the hundreds-of-thousands-engineer userbase) was the _path to competence-signalling_ which avoided credentials that your platform gave, given the quiz -- companies knew that someone being on triplebyte was a strong signal, and engineers had a path to signalling competence that was one-to-many. Eliminating that signal for goals that...seemingly don&#x27;t require it (why does this new job platform require eliminating the assessment?) seems unwise, IMO
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MisterBastahrdalmost 4 years ago
A recruiting agency with a hundred thousand recruits in a database is not functionally any different than a call center with a list of leads they purchased and validated.<p>Do not believe anyone who tells you they can force employers to change their methodology when it comes to salary and compensation revelation. Recruiting agencies are so far outside that wheelhouse that it&#x27;s damned near scandalous to even pretend the statement has any validity.<p>Also, I think it&#x27;s important to differentiate staff recruiters from outside recruiters.<p>Staff recruiters are HR people. They&#x27;re on the job to shove square pegs into square holes.<p>Outside recruiters are salespeople. They&#x27;re on the job to explain why a round peg can reasonably fit in a square hole.<p>This is your career. So act like it.<p>If 10 different people were each going to give you a hundred dollars if you described yourself to them in a way that would obviously ingratiate yourself to them (person with cat photo, person with dog photo, person with photo of their kids, etc) most would immediately come up with reasons to make themselves1 appeal to their tastes.<p>But people keep on submitting the same dumb resume over and over again and expect a different result. Accentuate the things in your resume that matter to the company you&#x27;re trying to get a gig at. Yes, for each of them. If you would do it for a grand, you can do it for a career.
dawnhoalmost 4 years ago
Interesting idea. But it seems like there’s room for abuse - won’t engineers, who are unhappy that they didn’t get an offer, just report companies? Don’t you just become Yelp in that case, full of reviews from salty customers? How are you going to get useful data when you’re worried about that?
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wayouttherealmost 4 years ago
In 2021, you don’t even have to search for engineering jobs. You either start out with a shortlist of companies and roles or a recruiter reaches out to you and kicks off the process.<p>Maybe this would be useful for folks just starting their career, but on the hiring side of this, in the last year I haven’t made an offer to a candidate who didn’t already have at least one other offer on the table.<p>Overall I think there are a lot of misconceptions about how people are hired from the recruiter side — which is why most of these platforms see the recruiter as the target customer, not engineers. I get that y’all are trying to change that, but without insight into the hiring practices at any given company (e.g. my company gives a lot of latitude for salary negotiations but every hiring manager negotiated differently) it’s going to be hard to pull a signal from the noise.
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zebnycalmost 4 years ago
Does anyone think that this will work? Call me a cynic but I have very little faith in reputation building companies &#x2F;platforms which know which side one&#x27;s bread is buttered.<p>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.<p>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.
bluntealmost 4 years ago
After being enticed to take their quiz and achieving perfect or near perfect (I forget now) generalist score, I was marked as hotlisted for a tech interview position with them. Keep in mind, they solicited me for this.<p>No response after getting the &quot;wow, nice quiz result&quot; email. No further emails. No replies for months to my gentle inquiries. Eventually they did reply, saying they were sorry but they didn&#x27;t need help.<p>I have significant doubts that they were hiring tech interviewers in the first place. I think instead they were gathering market data at our expense.<p>Furthermore, there were detailed stories from users on Glassdoor about their internal policies and attitudes, mostly painting their leader as lacking scruples and leadership ability. Perhaps this was all fake, but if so it was really convincing and thorough.<p>I&#x27;m curious if anyone has had legitimately good experiences with them.
xystalmost 4 years ago
Triplebyte was a dud for me. Way too many garbage startups recruiting.<p>I have started to re-write my resume for each application and that has yielded much better results in terms of quality of the company and number of interviews.<p>If you are submitting the same resume to multiple companies, you are doing it wrong.
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throwaway273575almost 4 years ago
Will this newfound respect for users&#x27; privacy be backed up by a contract or some other legally-enforceable commitment, or do we all have to worry about when you decide to pivot again in another couple years?
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ucm_edgealmost 4 years ago
The candidate me likes cutting out some of the bullshit involved.<p>The hiring manager side of me on the other hand continues to remember that mishires are expensive. I&#x27;ve also very skeptical in that once a month some staffing agency comes along, tells us they have some fancy heuristic for matching good candidates to our jobs, and then unleashes a tsunami of mediocre leads into our recruiting database. They&#x27;ll then proceed to act upset and surprised when we don&#x27;t want to intervene sixty percent of them and most of those we do interview wash out. I guess TB can somehow promise that a certain baseline technical competence is present, but even that&#x27;s of moderate value. If I really need a candidate who is skilled at X, I might be willing to sacrifice some skill in Y because I already have two engineers strong in Y. I never found TB sufficiently granular in how you configure the automatic screens to allow for that. Secondly, it&#x27;s totally useless in soft skill assessment.<p>The cynic in me just sees a lot of this TB now trying to force you to expend internal resources to rank the unqualified people or people whose skill sets don&#x27;t align with what you want (forcing you to respond with data on how you handled the application) because they can&#x27;t crack the nut of doing it themselves. So they&#x27;re going to leverage the customer&#x27;s recruiting teams to code the data for them.
sickygnaralmost 4 years ago
I&#x27;m salty towards the platform because they rejected me a few years ago, and my ego has barred me from using them again despite their outreach. I was also very unhappy when I heard about the public profiles. I don&#x27;t want people to see that I interviewed poorly, or to have any kind of public record of that. I&#x27;m a decent engineer, I swear!<p>I had some bad luck. My nodejs build broke after a recent update on my machine, which I didn&#x27;t realize until right before the interview. During a test with a different language, I tried to define a constant with the same name as a built-in function and ran into a vague compiler error (something about missing parentheses, ugh). This language has case-insensitive function names to compound the confusion. I unfortunately looked up how to define a constant in the docs. Their conclusion was that &quot;I was uncomfortable in the language,&quot; despite having used it for 10 years. There was some other feedback which I felt was inaccurate, I think I just had a bad day, and obviously didn&#x27;t convey my knowledge and experience well. I could see why a recruiter would hard pass on me for some of the stumbles, since their main goal is to forward candidates who interview well. It hurt to get rejected.
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29athrowawayalmost 4 years ago
I am not sure who are these engineers that Ammon talked to... but nowadays what most engineers I know do is visiting Glassdoor or Blind. There you can anonymously and openly discuss salaries, their opinions about companies, business units, teams, and even discuss interviews.<p>If a company has a bad interview experience, a bad culture, or the management is impopular, if the work life balance is bad, or anything... you&#x27;ll be able to read about that in those websites.<p>For example, a recruiter contacted me last year regarding an opportunity for a fancy senior role at a large company (Sr Staff engineer)... I checked the Glassdoor reviews for that company and found many testimonies from people who were contacted with the exact same narrative, but at the end of the interview process they were offered vastly lower levels, so clearly that was their intention all along. Because of that, I assessed that interviewing there was going to be a waste of my time and I ghosted the recruiter. Developers win.<p>Of course, you need to take some reviews with a grain of salt, but if everyone is saying the same thing, you will at least have a sample of what you are getting into.<p>Having said this, I am not sure Triplebyte will ever be able to effectively solve or mitigate the problems Ammon is describing. It is possible that he needs to continue talking to developers, and I am not trying to say this in a rude way. There are also many more problems that need help fixing that Ammon did not describe.<p>Having a conversation with a developer about different topics can give you some insights on the breadth and depth of the knowledge of a developer, and many interviews omit this. I think interviews should be &quot;adaptive&quot; tests, that get as progressively more difficult until you reach your limit.
minimaxiralmost 4 years ago
The overall idea seems like Glassdoor with extra steps.
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titanomachyalmost 4 years ago
The original TripleByte worked well for me. Even though I didn&#x27;t have a stellar resume, I got the chance to talk to some really interesting companies. My TripleByte recruiter was helpful in deciding which interviews to take, and there was mutual fit at all the companies I went on-site with.<p>I recommended TripleByte to several friends whom I considered reasonably skilled and currently undervalued. None of them passed the test, however, so they got little value out of service (except for the interview feedback, which at the time was unusually excellent). And I ultimately needed TripleByte less than they did, since someone who could pass the old TripleByte test also has a high chance of eventually passing on-sites at Google, Facebook, etc.<p>So I understand the pivot, although it will certainly be harder to differentiate yourselves in this new space. Good luck.
jrochkind1almost 4 years ago
&gt; We got jobs for over 1000 engineers<p>Triplebyte has existed for, what, 4 years? That actually doesn&#x27;t sound like very many.<p>&gt; Triplebyte has hundreds of thousands of engineers on our platform<p>Hmm.
david-wbalmost 4 years ago
A lot of research on interviews has shown they basically don&#x27;t work. You just can&#x27;t grill someone for a few hours and know how they&#x27;re going to do on the job.<p>For unemployed candidates, we should do away with interviews altogether and do paid 2-week trials instead. After the first 2-3 PRs it&#x27;s pretty clear if someone has the skills you need and to what degree. It would also help the candidate decide if they like the company.<p>Employed candidates are harder to evaluate and I don&#x27;t think there&#x27;s a single formula that will work for every company.
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blindmutealmost 4 years ago
Triplebyte as an idea is great. As someone else pointed out, they are obviously not doing well financially, or they wouldn&#x27;t have pivoted. I think their pivot will not work, though. They have gone from a unique thing that saves engineers lots of time (in theory at least), to another job board. How many of those do we need? How many companies would even want to partner with a place that forces them to give up so much of their own power? I don&#x27;t see this one working out.
inThePendantalmost 4 years ago
I applied through Triplebyte in 2015 &amp; again in 2018, and got to know Harj &amp; Ammon a bit. They, along with Gilluame, all struck me as remarkably smart and incredibly dedicated to their vision. So if after 6 years that lot haven&#x27;t &quot;cracked the code,&quot; that&#x27;s reason enough to abandon hope for there ever being a sane recruiting process, anywhere.<p>My takeaway from my experience finding a SW engr job was that actual technical capability was really only a second- or third-tier consideration in companies&#x27; hiring decisions. (This is often misaligned with the companies&#x27; actual business needs, but that&#x27;s not what materially drives hiring decisions either.) So, although TB nailed TFOO the competence assessment &amp; pre-screening problem, Amdahl&#x27;s Law still applied to the whole enchilada.<p>What TB should do is monetize their experience placing candidates over the last 5+ years and just sell training &amp; maybe some standardized SaaS products to HR departments -- especially at startups! -- that regularly need to hire SWEs&#x2F;SDEs (yes I&#x27;m a FAANG-er now). Because the real dysfunction in tech hiring originates &amp; thrives in those departments, and...something about robbing banks because that&#x27;s where the money is...
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eliblockalmost 4 years ago
&gt; We got jobs for over 1000 engineers<p>That&#x27;s a lot less than I expected.
gwbas1calmost 4 years ago
I almost applied to Triplebyte, but at the time they were Bay Area only, and I needed a remote job. The most important part of a job search is to avoid wasting time, so I stayed away. (But I would have used them if I was in the Bay Area.)<p>What am I looking for?<p>1: I want my skills evaluated in a standard way by some neutral licensing board, just like engineers who build dams or surgeons.<p>2: I want job interviews based on mutual interest, not proving competency.<p>3: I want my colleagues to be certified, just like me.<p>4: I want legal standards in place that give me leverage against employers who are cutting corners, or managers who &quot;know enough to be dangerous.&quot;<p>Example: My wife, a doctor, had to go through an intense process to be certified. The vast majority of medical school graduates pass certification. She only applied for a handful of jobs. The interview was based on mutual interest because the certification process proved she was competent. All her colleagues are competent, and her hospital is well run. There are legal guidelines that make it hard for her hospital to cut corners or make her do something unethical.
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didibusalmost 4 years ago
Wait, so... Where&#x27;s the money going to come from? Unemployed engineers wanting to find work?<p>Also, are we sure there is a shortage of engineers, or simply a shortage of engineers that can pass the hiring interviews and qualifications?<p>I think a lot of companies don&#x27;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.
ping_pongalmost 4 years ago
It&#x27;s sad but interesting to see the pivot that Triplebyte is taking. As the top comment says, if they were doing great they wouldn&#x27;t be pivoting, so it speaks volumes.<p>I still don&#x27;t understand exactly what benefits it brings to me as a programmer though. I&#x27;m about to start preparing for interviews with 25+ years under my belt, after not working for 2 years and I&#x27;ve accepted the double-edges nature of these interviews. I know I need to LeetCode for 3 months to be competitive and memorize as many of the answers as I can. I know that some companies will ghost but others will be forthcoming. I know that in big companies, different teams have different recruiting processes, so it&#x27;s hard to put an entire company in a single basket.<p>I have friends at all FAANG, and they are very open with their salaries and TC, so I don&#x27;t know what Triplebyte would bring to the table besides friction, so be perfectly honest.
EDEdDNEdDYFaNalmost 4 years ago
Interesting that they are effectively pivoting to do what Vettery (I guess now part of Hired) was already doing years ago.
wantsanagentalmost 4 years ago
I like this new direction but the stated power dynamics don&#x27;t align with their history. The most popular kids in the room (FAANG) define the hiring process and some of them outright refuse to skip steps, which hurt Triplebyte&#x27;s reach. If those co&#x27;s get hidden on TB don&#x27;t you think a ton of engineers will ignore the platform?<p>In addition, as my username suggests, I really like the idea of a representative for Engineers during the job search process, but I also want to make sure I&#x27;m the <i>customer</i> of this representative. If I&#x27;m paying TB then I think the incentives are aligned. If they&#x27;re just a job board then their new stance is opposed to the interests of their true customers (hiring companies) and that won&#x27;t work out too well for them.
naimishviradiaalmost 4 years ago
I saw this change comming in the market. Every company which went IPO want to double the strength of the employees. I have a friend who got response from companies like Compaas&#x2F;Affirm&#x2F;Coinbase&#x2F;Sofi also (Apex clearing after NSTB merger want to double it) and a lot more.<p>My firend cracked interview and joined one of this and for others like me have no traction (6 months in) on the resume at all after using hired&#x2F;linkedin&#x2F;direct careers&#x2F;cold emails. Doesn&#x27;t matter you have github with real projects&#x2F;portfolio with good responsive design .......<p>If this process is broken and we also don&#x27;t know what are we doing wrong then how all them are going to find all these talent they need??
pclmulqdqalmost 4 years ago
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.
f6valmost 4 years ago
Right, so the companies are still your client. But you somehow think you can strong-arm them because you have some CVs in your database. In the end, the job platforms end up serving the client&#x27;s needs. And company stay the client.
emosenkisalmost 4 years ago
The concept sounds interesting but the execution seems lacking. I couldn&#x27;t complete my profile because of spurious &quot;check your inputs for errors&quot; messages when I tried to click save on the very first section. Reloading the page several times didn&#x27;t help though eventually a hard reload did. The project section silently lost an entry when I clicked save, presumably because I entered a year without a month. In the Java quiz, a question about generics failed to properly escape the angle brackets, making three of the four choices indistinguishable without reading the DOM. Question quality was quite variable.
TeeMassivealmost 4 years ago
I did a triplebyte interview once. I come from a Computer Engineering background, which was more or less spun off from Electrical Engineering. We learned a lot about low level stuff and signal processing, not so much about discrete math and algorithms. For me their interview was focused on Computer Science and Web development, which I didn&#x27;t really do.<p>The interview itself was nice and ok, the feedback was really appreciated (after all this more or less reflects what high paying programming recruiters are looking for). But I felt like there was no place for people with my background.
say_it_as_it_isalmost 4 years ago
Lots of astroturfing going on here. HN community is their targeted audience, so they&#x27;re hammering this place hard with positive spin. This kind of aggressive marketing makes me really suspicious.
mikecolesalmost 4 years ago
Triplebyte 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 &quot;You&#x27;ve done exceptionally well and have &#x27;x&#x27; chance with interviews.&quot; They didn&#x27;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.
gitgudalmost 4 years ago
&gt; <i>Over time, these problems compounded. Engineers who we rejected held that against us (which was completely understandable).</i><p>I was rejected when I did the quiz at university, trying to get a job.<p>What made me a bit angry is how happily they rejected me with an automated email, after I put effort and time into doing their quiz... I didn&#x27;t feel like recommending them, or even visiting the site ever again.<p>Glad to see they&#x27;re finally aware of how this approach doesn&#x27;t benefit them as much as it could of if people were still invited into the system.
bambaxalmost 4 years ago
One of the problem with recruiting is not just power imbalance but information asymmetry (or even plain lack of information).<p>What Triplebyte is trying to do is give more information back to job seekers. But it will be limited to the companies they actually work with (and punishing your own clients sounds like a peculiar business model...)<p>Why not build a Glassdoor for hiring, that would cover the entire industry? Anyone can go and describe the hiring process they went through, if they heard back or not, etc.<p>Does such a thing already exist? If not, why not?
forbiddenvoidalmost 4 years ago
Triplebyte was an interesting experience for me the time I tried it out. I got lots of calls and several onsites, but my lack of professional experience bit me on every single one of them.<p>I felt like Triplebyte worked hard to create a good experience for me, but that overall the companies I interviewed with just viewed TB as another placement company. Other than getting to skip the fairly easy phone screen phase, I didn&#x27;t feel like I got much value from the experience at all, and I had to put a lot of work into it.
bpichealmost 4 years ago
I would probably take this down if it was me but I can also appreciate TB&#x27;s radical transparency and putting themselves out there for public criticism.<p>Ever thought of building a recruiting recommendation software product, instead of just selling people? You have the data.<p>edit: I want to be more constructive with my feedback. You have four years of data on hundreds of thousands of candidates. I don&#x27;t know what the legal implications are regarding using that stuff as training data, but.. embeddings. doc2vec. Thank me later.
seasilyalmost 4 years ago
The only good thing about TripleByte was the structured quiz and interview process. Everything else--inability to edit key portions of profile, the most boring set of tech jobs imaginable, very few companies on there--was a joke.<p>The quizzes weren&#x27;t quite a fit for ML, nor was the interviewer or job density there for the domain, but the immediate half-hour call with the promise I&#x27;d passed a technical screen was extremely efficient, even if Triplebyte lacked any basic level of market liquidity.
footaalmost 4 years ago
I&#x27;ve always thought triplebyte was interesting, I did a first online interview with them while finishing school but basically had an offer from a large company in hand by that time and haven&#x27;t looked for a new job since. I think they should try and pull people who indicate they are interested into attractive job searches, I mostly care about compensation as long as a company is decent.
asidialialmost 4 years ago
As someone who has been critical of TripleByte here on HN in the past, I appreciate the identification and acknowledgment of where things went wrong and why people were unhappy. This seems like a sincere pivot where the community was heard. Wishing TripleByte luck and success.<p>I can also report I haven’t received a single TripleByte email since the issue was last brought up :) Thank you for standing by that.
halfofhalfalmost 4 years ago
I had a great experience with Triplebyte&#x27;s quiz and interview. I suppose I&#x27;m in the category of people from &quot;nontraditional backgrounds&quot;; I majored in English in college. Getting past resume screeners was an enormous relief and an important boost to my career. That boost will have compounding effects for the rest of my life; I love the job I got through Triplebyte.
bowenyangalmost 4 years ago
&gt; Triplebyte has hundreds of thousands of engineers on our platform, and that means we can flip the script on companies. The collective power of thousands of engineers is enough to change their incentives in a way that individual engineers cannot.<p>Copying this from the article. Doesn&#x27;t this sound like a union? Unions generally lead to mediocrity though.
cornellouisalmost 4 years ago
If you&#x27;re not vetting the candidates, it seems like that&#x27;s bad both of candidates and companies.
MattGaiseralmost 4 years ago
I haven’t actually gone through the TripleByte process, but my impression of the value of the platform to engineers was that only the at least minimally capable ones could be on there.<p>Does this not mean that even if you apply from TripleByte that you now still need to go through FizzBuzz and all that?
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ianwalteralmost 4 years ago
I like this direction and I&#x27;m rooting for you now but it&#x27;s tough when I can&#x27;t even fill out the Basic Information section because of a bug in which the form won&#x27;t submit even though there are no errors.
bigbillheckalmost 4 years ago
I tried out Triplebyte a few years ago on my last job search and did well enough on the quiz to bypass the technical screen.<p>Long story short I bear no ill-will towards the people at Triplebyte but will not attempt to use them again.
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hkmurakamialmost 4 years ago
I found Aline Lerner&#x27;s assessment of new age recruiting services including Triplebyte to be informative. She may be wrong, and you may not agree with her take, but I do appreciate that she&#x27;s not trying to bullshit the reader.<p>&quot;Triplebyte, to my mind, did an admirable job of trying to solve the credentialing problem. But their approach was not without shortcomings: 1) not everyone wanted to take their lengthy quiz, even though the quiz was well done, and 2) scaling up an army of interviewers, all of whom had to be trained in exactly the same way, was non-trivial and not cheap. These challenges were surmountable, but the challenge that wasn’t arose from the second issue that all companies had to face: lack of candidate autonomy, which was driven in part by a lack of faith in the credential.<p>Once you passed Triplebyte’s assessment process, just like at Hired, you had to interact with a talent advocate (Triplebyte labeled them “talent managers,” but again they’re just recruiters). The talent manager would examine your background and short-list you for some companies of their choosing, where you’d then go onsite. You could have some input into which companies you spoke to, but it was limited, and if you didn’t meet the company’s (often somewhat arbitrary) criteria, no matter how well you did on the assessment, its doors were closed to you.<p>As with Hired, having an army of recruiters AND interviewers working for you makes achieving SaaS margins impossible, and then, you’ve essentially become a tech-enabled recruiting firm (albeit this time one with much better performance data!).<p>Just like Hired, Triplebyte eventually moved away from the auction marketplace model, fired most of their talent managers and interviewers, and fulfilled their destiny, becoming a glorified LinkedIn Recruiter clone. Recruiters could search for candidates, just like on LinkedIn Recruiter, based on their pedigree, languages known, and so forth. One thing Triplebyte still does differently, however, is to leverage their aforementioned coding quiz to annotate candidate profiles. (Presumably, they are using their historical interview data, from when candidates had to do BOTH, to predict how people will perform in interviews.) The limitation, of course, is that great people will be unlikely to take the quiz in the first place, especially now that it no longer fast-tracks them to an onsite.&quot;<p><a href="https:&#x2F;&#x2F;blog.alinelerner.com&#x2F;ive-been-an-engineer-and-a-recruiter-hiring-is-broken-heres-why-and-heres-what-it-should-be-like-instead&#x2F;" rel="nofollow">https:&#x2F;&#x2F;blog.alinelerner.com&#x2F;ive-been-an-engineer-and-a-recr...</a>
anm89almost 4 years ago
Was making everyone&#x27;s info public part of &quot;rethinking&quot;?<p><a href="https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23279837" rel="nofollow">https:&#x2F;&#x2F;news.ycombinator.com&#x2F;item?id=23279837</a>
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akg_67almost 4 years ago
Should I bet that this pivot will also fail. I will suggest you go on a road trip outside SV, talk to company HRs, small company and startup leaders, education providers, engineering student, and entry to mid level engineers. Also broaden your “engineer” scope beyond software.<p>“ In short, there is more demand for engineers than there is supply, and that makes engineers powerful.”<p>This statement is very telling that TB leaders got tunnel vision, a very SV, startup, software centric tunnel vision. Let me rephrase your statement to what you really meant.<p>In short, there is more demand for “experienced Software” engineers “in startups “ than there is supply “in Silicon Valley”, and that makes engineers “,with pedigree of FAANG or top schools or well connected,” “very” powerful.
eterevskyalmost 4 years ago
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?
ninetaxalmost 4 years ago
I feel that part ofthe thing they want to do is already done well by keyvalues.com<p>Not that there&#x27;s not room for another player in the space, but it&#x27;s just a good example of how to do it well.
epberryalmost 4 years ago
Credit to these guys for not giving up. Hiring engineers remains unsolved so if they&#x27;re still in the game they still have a chance to ultimately solve it and reap the rewards.
hnxsalmost 4 years ago
The best thing I got out of Triplebyte was a great piece of written negotiation advice, from a recruiting specialist that has, presumably, since been laid off.
toomuchredbullalmost 4 years ago
I have not signed up to triplebyte because I don&#x27;t want to do their screening, but this doesn&#x27;t make it better. It defeats the purpose.
throwaway12323almost 4 years ago
This simplifies to incentives. Who pays Triplebyte? STILL THE COMPANIES.<p>So unless there is a simple business model shift to charging the candidates, all of their words are empty. THIS is why they made the mistake of making profiles public, because they were thinking about their customer (THE COMPANIES) and not their product (THE CANDIDATES)<p>&quot;If you&#x27;re not paying for it, you&#x27;re not the customer; you&#x27;re the product being sold.&quot; Tim Oreilly Tweet
gremlinsincalmost 4 years ago
&gt; No quiz or interview requirement to join Triplebyte<p>Sidebar: Take the Quiz!<p>Maybe they should rollout the update before announcing it?
Syzygiesalmost 4 years ago
After a bottle of wine I took their test once for fun. They made a number of attempts to reach me.
tdeckalmost 4 years ago
I did a job search at the end of 2020.<p>The biggest problem with engineering job searches is that they&#x27;re a huge time sink. I&#x27;m a senior engineer with Google on my resume, so I don&#x27;t have much trouble getting in the door or passing interviews, but the process is such a slog. If I were to take PTO for a week and cram my schedule full of job search, I could probably get 3-4 interview processes done per week. That&#x27;s not a lot, considering that it&#x27;s good to line up offers and that many people have limited PTO. Even if your PTO is &quot;unlimited&quot;, it looks suspicious to be taking random days off for on-sites.<p>What this means is that I try to keep doing my job and schedule phone screens and recruiter calls in the gaps when I know I won&#x27;t get meetings. I try not to have to block time on my work calendar for these in case someone wonders &quot;why does Troy suddenly have so many random meetings all of the sudden&quot;. The scheduling process with companies is a pain, they ask for 2-3 time windows for the phone screen, then often take a couple days to pick one. So I have huge time blocks reserved for them that I can&#x27;t give to other companies I am interviewing with. It&#x27;s stressful to try to slot all this in. Add to that the fact that recruiters want to do everything over the phone (which is very unnatural for me), so I have to also schedule little interruptions for 15 minute &quot;chats&quot; to &quot;check in&quot; and prepare me for the next round. I appreciate these things but at the same time, I&#x27;d appreciate fewer of them.<p>When it comes to the actual interviews, some companies seem to be fine with one phone screen, some need 2-3. Sometimes they are an hour, sometimes 45 minutes. Some companies see that I work at Google and deduce that I might be competent enough to skip the phone screens entirely. I appreciate that.<p>It&#x27;s the same with on-sites. Some are a half day, and some are more of a full day. It&#x27;s not a big difference in practice because I couldn&#x27;t really take a half day off from 11-3. Many companies have a &quot;no interview day&quot; which is great for their employees but hard to work around, particularly if it falls on &quot;non-suspicious&quot; PTO days like Monday or Friday. Sometimes I wish we could just do several phone screens instead to make scheduling easier.<p>I&#x27;m not sure how to solve this, but it&#x27;s the biggest pain point by far and if someone could solve it I would absolutely use their platform. I want fewer phone calls, fewer hours of interviewing, and a clear understanding of the time commitment ahead of time.<p>I also wish companies would be up front about WLB so I don&#x27;t waste time interviewing, only to learn they work &quot;maybe 50-55 hours a week&quot;. That&#x27;s not a &quot;little more&quot; than 40 guys, that&#x27;s more than 6 full work days every week. You can&#x27;t just ask at the outset because some people perceive that as a red flag.
sage76almost 4 years ago
The TLDR says : &quot;There is far more demand for engineers than there is supply, and that makes engineers powerful in a way other professions are not.&quot;<p>I can&#x27;t believe this. I must be a garbage engineer then, because I found the US job market for software engineering roles to be absolutely soul crushingly difficult. I am not the only one, my friends did too.<p>I have given up several times and then restarted job search. I have been grinding leetcode but companies want nothing less than complete perfection.<p>I actually thought something like triplebyte would be useful, give a test once and have the score be valid for a couple of years, like a GRE for algos and data structures.<p>I really don&#x27;t get it.
quickthrower2almost 4 years ago
I&#x27;m not sure a middle man is needed like this. Can&#x27;t a company put a job ad on their site, publish the actual salary range, and make the interview process as short as possible? Standard job boards can help aggregate this.<p>The &quot;solution&quot; 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&#x27;t play it (like a vaccine).
mdipalmost 4 years ago
I clicked into this article knowing nothing about Triplebyte (not meant to insult), at all, and after reading the first paragraph, I&#x27;ll admit I jumped to a whole bunch of conclusions, the worst of which was probably:<p>I wonder what &#x27;fad-diet&#x27; solution this company I&#x27;ve never heard of is pitching for either (A) getting me an engineer or (B) getting me a job as an engineer. Oh, let me guess, you&#x27;re going to find those magical engineers who come from non-traditional backgrounds or magically making it possible to both &quot;identify the top 5% of Ruby on Rails developers with no fewer than 2 years of React Devops Cloud Experience&quot;[0].<p>Going from that, if you RTA -- I was pretty horrified to hear what they thought would be effective in this space. I realize you&#x27;ll have to take my word for it that there were literal sentences in there spoken as &quot;good ideas&quot; that would have literally had me thinking &quot;oh, so this company&#x27;s some form of scam&quot; had I happened upon them before they chose to reverse these ideas. I gotta say, public profiles, entrance exams in an attempt to &quot;hack hiring&quot;[2] don&#x27;t know what this company is. I have to take everyone&#x27;s word for it that they&#x27;re somehow big in this space as I haven&#x27;t <i>looked</i> for a job, nor been responsible for finding viable job candidates[1], so that&#x27;s probably me.<p>I was kind-of torn about his apology. It was <i>really</i> un?-professional (I mean that as a compliment but I can&#x27;t find a way to say &#x27;not corporate-fake&#x27; either in &#x27;sorry-not-sorry&#x27;, &#x27;deflection&#x27; or with what appeared to be much concern for what the lawyers have to say on the subject. I don&#x27;t know that the lawyers <i>would</i> have to say much on the subject but I&#x27;m told that this is often the reason why companies manage always manage to communicate &quot;Sorry,... (assholes...)&quot; every time they apologize. There&#x27;s always that miserable thing, they&#x27;re going along &quot;We apologize to our customers ...&quot; it&#x27;s looking good &quot;... for the inconvenience this outage has caused.&quot; Seems simple enough, except you&#x27;ve taken no responsibility -- the outage was to <i>your</i> software, or <i>your</i> hardware, running on wires that <i>you</i> pay for which <i>you</i> are supposed to have redundancy for, and all of this stuff is outside of your core competency but there are <i>many</i> companies who can help if you&#x27;re willing to spend. And I&#x27;m sure when the issue happened, there was a key choice that had <i>you</i> spending a large amount of money and <i>me</i> getting a flight home; which you also chose to inconvenience me over.<p>But Triplebyte <i>wasn&#x27;t</i> Southwest. I think the author went a little <i>over the top</i> on the apology, almost crossing into the &quot;trying too hard&quot;, except that the things he was apologizing for -- basically, being blind to some pretty obvious problems -- were kind of spot on. Please don&#x27;t think I&#x27;m trying to throw some sort of slant compliment; I realize I sort-of sounded like a dick.<p>There&#x27;s no malice in that statement; I&#x27;ve been more blind to things I should have know that were <i>right in front of me</i> than a silly business model decision made too quickly. I am certain I have not apologized this clearly&#x2F;bluntly.<p>And the thing of it is, if it hadn&#x27;t been done so well, I probably would have read the first two paragraphs, closed the tab and made a mental note to <i>never</i> touch them -- basically, having them go from &quot;I don&#x27;t know who they are&quot; to &quot;probably a scam&quot;. It&#x27;s the risk a company takes when their apology gets attention beyond &quot;people who (currently) care&quot;. I am not <i>currently</i> hunting, but I&#x27;m all around it on the &quot;need to hire someone&quot; side and I have no guarantee I&#x27;ll keep my current job, forever.<p>Thinking about it -- I&#x27;ve now read a very long post and written a very long comment about a company that I had never heard of and upon hearing about them, couldn&#x27;t care less about their services (the space, yes, deeply). They&#x27;ll probably be the first address I put into the bar if my needs change in the next year or so because I can&#x27;t name a single other place I&#x27;d actually look. This guy might be an evil genius; if I suddenly have a strong desire to change employment in the next three months, I call witchcraft and there&#x27;ll be pitch forks and hay, or...something. :)<p>[0] I must have been in a <i>really</i> bad mood because HN has never been a place that promotes that crap to the level of this post, so that should have been my signal that there was something of value here, and I&#x27;m glad I stuck it out.<p>[1] Mostly only interviewing; we have a pretty spectacular individual who has extensive knowledge about hiring for the rather broadly scoped kinds of work that just my tiny team in the 100-or-so company that employs me. I have a process that, though I am always tweaking, the major points are about as perfect a process. I&#x27;ve commented like this on that subject many times in the past if you want to be <i>super</i> bored. :)<p>[2] I&#x27;m confident in my abilities as a software engineer; push comes to shove, there&#x27;s many, <i>many</i> ways to make enough money to live reasonably in most parts of the US. I&#x27;ve never had problems making money writing software, either directly for an employer or on contract, independently. Neither my wife nor myself have completed a 4-year degree (though I was one semester away; long story), she did a job that does <i>not</i> require a degree -- became a Realtor -- before we met, six-figures in 2003? I think. The most Senior guys on infrastructure pulled that where I worked (they paid a little under average for the role&#x2F;area but like 1-2%).
findjashuaalmost 4 years ago
tldr: they&#x27;re pivoting from placement agency to job board<p>i&#x27;m not sure about the viability of their &quot;search criteria&quot; though - things like test coverage, release cadence etc are team specific, so it&#x27;s hard to define it at a company-level, other than maybe small startups
andyxoralmost 4 years ago
Another one bites the dust.<p>my advice for triplebyte is to partner with leetcode and establish an industry-wide coding certificate, kind of like those SAT or GRE tests that you pass once and apply everywhere.
guessmynamealmost 4 years ago
TripleByte is awful.<p>Take a look at the question they just asked me when I was doing their General Coding Assessment:<p><pre><code> What is the output of the following function? (1m 12s) function foo(a, b) { a += 1 b.push(1) } const a = 0 const b = [] foo(a, b) console.log(a, b)</code></pre>
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