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Accomplishments and work history are meaningful. The problem is that they're also very noisy. There are false negatives from rejecting great engineers who eithe

Accomplishments and work history are meaningful. The problem is that they're also very noisy. There are false negatives from rejecting great engineers who either can't communicate their experience well, or don't have much experience yet. There are false positives from wasting time interviewing people who are "too good" at puffing up their resume relative to their underlying skills. Reducing the rate of both false positives and false negatives reduces the time and cost of hiring an engineer for companies. The data we look at for this is our "onsite to offer rate", which is how often Triplebyte candidates get a job offer after each final interview we send them to. Ours is roughly double what the companies see on their own for people applying directly or referred by a friend. This means we're doing a good job at pre-screening for technical talent and pre-matching for what each company is looking for. If this "onsite to offer rate" wasn't substantially better than normal, companies wouldn't work with us -- and especially wouldn't let our candidates skip their resume and recruiter screens.

WhitneyLand 9y ago
I agree using this approach on someone just out of school wouldn't work very well, but I don't think that's the bulk of the problem space. If someone has 3 years experience, there should be plenty of results to allow an in-depth look at what they've been working on. It wouldn't matter if someone 10 years senior had "more stuff", because it's not about quantity. I think it's important to take in the context of where that person is at in their career and what's realistic. >>There are false negatives from rejecting great engineers who...can't communicate their experience well Well, it's true this is a problem isn't it? Whatever you call it, it's part of a lot of us, part of who we are, and does sometimes result in unfair judgement. The problem is, I'm not sure TripleByte's process gets around this either. Part of their process is a dynamic interview that surely requires some communication skills. Pass that and no doubt even more communication skills will be needed at the employer interviews.

WhitneyLand 9y ago

I agree using this approach on someone just out of school wouldn't work very well, but I don't think that's the bulk of the problem space. If someone has 3 years experience, there should be plenty of results to allow an in-depth look at what they've been working on. It wouldn't matter if someone 10 years senior had "more stuff", because it's not about quantity. I think it's important to take in the context of where that person is at in their career and what's realistic. >>There are false negatives from rejecting great engineers who...can't communicate their experience well Well, it's true this is a problem isn't it? Whatever you call it, it's part of a lot of us, part of who we are, and does sometimes result in unfair judgement. The problem is, I'm not sure TripleByte's process gets around this either. Part of their process is a dynamic interview that surely requires some communication skills. Pass that and no doubt even more communication skills will be needed at the employer interviews.