This is great news. Hiring needs to be better solved.<p>The current screening process provides a low signal of competence, and so companies have to rely more on credentials (degrees, previous company brands) during screening, which means that a lot of skilled people still can't get their feet in the door at companies if they don’t “look right”, and companies fight over a restricted talent pool.<p>Lack of hiring data for smaller companies means they copy larger company’s interview processes, but there’s no strong forcing function to drive innovation in larger company’s hiring processes (i.e. their success could be despite a bad interviewing process - because they have a brand and offer a lot of perks, hence attracting the best talent, and so they aren’t in a “we have to fix hiring or we will die” mode).<p>This also really hurts startups - who aren’t in positions to take risks with hiring, and with a lack of good evaluations, have to rely on credentials, which restricts their pool, and makes them compete with the big cos for that talent.<p>Another important implication of fixing hiring is that it will introduce a powerful forcing function on higher education institutions. If students know that they can get jobs without having “traditional” credentials, but if they can pass, say TripleByte’s, or some other company’s, assessment which is more aligned with what’s required on the job, and is a signal that companies believe in, then students can use money that they would have spent on college to instead actually learn the skills that would be useful on the job.<p>This movement of money out of higher education, would fund a lot more experiments in learning and education.<p>I can’t stress how important I think this problem is to solve, and I’m glad companies like TripleByte, interviewing.io, are working on it. We need more companies, more approaches, more experiments in this space.