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by rachofsunshine
1831 days ago
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In the case of people who needed us to vouch that they deserved a job, yeah. But: - In borderline cases, we didn't want to risk our credibility and companies didn't want to skip tech screens. So competent-but-not-amazing engineers got shut out. - Our quiz is not perfect, so engineers who didn't fit what we were quizzing got shut out. - Not everyone needs us to vouch for them. Companies (reasonably) trust that someone with a degree from a top school and years of prestigious experiences can probably do fizzbuzz, and demanding that they prove it was a barrier to them using Triplebyte. We think it's better to have more granular ability for companies and engineers to decide what mattes to them. A prestigious company can say "we'll only talk to people who took the quiz and got a top score" (and that score is us saying "this person deserves a job"). One that desperately needs the headcount can talk to the borderline cases or decide they don't want to put the extra barrier of a quiz in the way. Like most markets, we think the hiring market on our platform works best when it's able to respond to local conditions. |
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If you're not willing to refer people to companies based on their score, how can you interpret the score as you saying "this person deserves a job"?