[lmeyerov]

This gets into all sorts of dynamics and who controls them:

-- Layoffs are happening around COVID, now who do you think a manager will feel more OK picking?

-- For luckier companies, bonuses/refreshers/promotions happen at different times, a candidate may want their manager thinking about their work vs. them exploring greener pastures

That's sensitive stuff! Some candidate may like being exposed (it's a threat!), some won't (shows disinterest! distracts!). Crucially, the question is of agency: folks entrusted TripleByte, expected privacy based on TripleByte's marketing and industry norms, and instead of having the decision, got into a world of dark patterns (opt-out, weak notification, difficult avoidance, long time delays, ...).

Edit: People are down-voting this. Consumer tech companies have been going through layoffs, generally one or more rounds of 20%. Many B2B's are on a delay, and are starting to see numbers around their b2c customers plummet: easy for more to happen as ripples continue. What could have been an opt-in feature to help folks maybe get better new positions was instead setup to add easily-avoidable risk.

[JMTQp8lwXL]

I didn't downvote, but I reasonably question how much energy is put into looking if employees have a TripleByte page. Performance reviews are typically backwards looking (what did this individual deliver for us in the last year) and forward looking (what trajectory does this person have in continuing to deliver value to our organization).

[lmeyerov]

Imagine an HR person using Triplebyte to recruit. As part of regular self-googling, finding folks with similar skills, etc., they'd see employees looking for new opportunities. A good HR person would notify the manager etc. of flight risk.

This won't happen to everyone, but again, it's a matter of agency. Someone at a tiny startup may not care, but someone at a bigger or more political org might might feel risk differently. It's their career, not TripleByte's.

[bigiain]

> I reasonably question how much energy is put into looking if employees have a TripleByte page.

Right now? None. Because sensibly there is no such publicly available thing.

Any recruiter or hiring manager who doesn't at least look for a candidate's public LinkedIn page (and in those roles, they should also have LinkedIn premium or whatever it's called too) is not doing their job properly.

I have little doubt that this would have become "standard procedure" for managers when prepping for the "forward looking" section of a performance review and when making decisions about promotions/layoffs/payrises - if Ammon had got his way.