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It's interesting how there are so many different solutions and even entire companies focused on "fixing" parts of the hiring funnel. Byteboard looks to be targe

by hysan 7y ago

It's interesting how there are so many different solutions and even entire companies focused on "fixing" parts of the hiring funnel. Byteboard looks to be targeting the technical validation part of the funnel which means they overlap with companies like Triplebyte. However, the approach is vastly different and seeks to tackle different pain points. What I wonder though is whose pain points are being alleviated: job seekers or employers? While it sounds like this is better for job seekers than technical interviews, it actually sounds like it will compound the pain. Specifically because this is yet another method of validation one must pass to even be considered for a job. Take the various hurdles a typical job seeker must overcome: 1. Get through the initial filter. Referrals, networking, and recruitment companies are potential solutions. Byteboard just tacks on another item to this list that must be checked off. It does not replace having to do any of these other things. 2. Pass the technical screen. Crack open those college textbooks, cram leetcode, shore up your portfolio, and now, also pass the Byteboard test. Unless every company uses Byteboard or Byteboard guarantees eventually getting you a job, this again doesn't replace anything. 3. Pass the onsite. Culture fit is culture fit. That one is unavoidable and reasonable. However, everyone knows that onsites still contain a technical portion. Sometimes a significant one. Byteboard only replaces the pre-onsite screening portion of the interview process. That means GOTO Step 2. You still need to study and pass the onsite technical interview. The copy reads well initially. Digging deeper though, it starts skewing much more heavily towards employers: * employers get a better technical screen (filters better) * employers save time (no resume filtering + technical screening) * employers save a lot of time (fewer, higher quality onsites means fewer hours spent by the team interviewing candidates) Which all leaves me wondering, what is the value proposition to a job seeker?

jarsin 7y ago
> what is the value proposition to a job seeker? The current interview questions from companies are based on tricks (like two pointers, start at both ends etc) you need to know, memorize, and be very good at figuring out what trick to use in advance . As a job seeker that has learned there are tons of tricks and its impossible to memorize them all. I for one would welcome anything that tries to end that shit once and for all, which this claims its trying to do.
- hysan 7y ago
  Byteboard doesn't attempt to remove this though. They claim to try and remove quizzes and tricks while not actually removing them. There are two things that must happen for what you say to become true: 1. all companies use Byteboard 2. Byteboard replaces the onsite technical portion as well If you look at Byteboard's description of their own value proposition (https://byteboard.dev/how-it-works https://byteboard.dev/how-it-works): > How does Byteboard fit into our hiring process? > The Byteboard interview is designed to replace one or all of your pre-onsite technical interviews. It provides you with a strong understanding of your candidate across 20+ essential software engineering skills, so you can make decisions with confidence about which candidates to bring onsite. You'll notice that they are only attempting to solve #1. Hence why I spoke about where in the funnel Byteboard is trying to insert itself. They are not attempting to solve #2 which means job seekers still have to do everything you listed. Only now job seekers have to mentally prepare themselves for potentially going up against Byteboard's black box rubric: > review each anonymized interview for the presence of 20+ essential software engineering skills, which are converted into a skills profile for each candidate using clear and well-defined rubrics. Oh and since one of their value propositions is tailored interviews: > end-to-end service that includes the development of unique questions, an interview platform, candidate support, interview evaluation, and skills reports You don't get the benefit of something like Triplebyte (not that I'm sold on them either) where you only need to be vetted once. The top comment by tptacek sums up what needs to happen pretty well. As I see it now, Byteboard is very clearly marketed towards employers and maybe that is the best first step towards changing the status quo. However, right now, I do not see any value add.
  - jarsin 7y ago
    All I know is that Google etc basically started this mess and they need to be the ones that fix it since everyone follows them. Sadly it's not going to happen over night. I am just glad they are trying and honestly I don't see how they can come right out and replace the entire interview process for companies over night. They need to prove to more and more companies that if people can do this real world stuff then you should hire them and not focus on trick questions. I am already thinking I will prefer companies using this new system as long as they stay true to their word and keep it real world.

by hysan 7y ago

jarsin 7y ago

> what is the value proposition to a job seeker? The current interview questions from companies are based on tricks (like two pointers, start at both ends etc) you need to know, memorize, and be very good at figuring out what trick to use in advance . As a job seeker that has learned there are tons of tricks and its impossible to memorize them all. I for one would welcome anything that tries to end that shit once and for all, which this claims its trying to do.

hysan 7y ago
Byteboard doesn't attempt to remove this though. They claim to try and remove quizzes and tricks while not actually removing them. There are two things that must happen for what you say to become true: 1. all companies use Byteboard 2. Byteboard replaces the onsite technical portion as well If you look at Byteboard's description of their own value proposition (https://byteboard.dev/how-it-works https://byteboard.dev/how-it-works): > How does Byteboard fit into our hiring process? > The Byteboard interview is designed to replace one or all of your pre-onsite technical interviews. It provides you with a strong understanding of your candidate across 20+ essential software engineering skills, so you can make decisions with confidence about which candidates to bring onsite. You'll notice that they are only attempting to solve #1. Hence why I spoke about where in the funnel Byteboard is trying to insert itself. They are not attempting to solve #2 which means job seekers still have to do everything you listed. Only now job seekers have to mentally prepare themselves for potentially going up against Byteboard's black box rubric: > review each anonymized interview for the presence of 20+ essential software engineering skills, which are converted into a skills profile for each candidate using clear and well-defined rubrics. Oh and since one of their value propositions is tailored interviews: > end-to-end service that includes the development of unique questions, an interview platform, candidate support, interview evaluation, and skills reports You don't get the benefit of something like Triplebyte (not that I'm sold on them either) where you only need to be vetted once. The top comment by tptacek sums up what needs to happen pretty well. As I see it now, Byteboard is very clearly marketed towards employers and maybe that is the best first step towards changing the status quo. However, right now, I do not see any value add.
- jarsin 7y ago
  All I know is that Google etc basically started this mess and they need to be the ones that fix it since everyone follows them. Sadly it's not going to happen over night. I am just glad they are trying and honestly I don't see how they can come right out and replace the entire interview process for companies over night. They need to prove to more and more companies that if people can do this real world stuff then you should hire them and not focus on trick questions. I am already thinking I will prefer companies using this new system as long as they stay true to their word and keep it real world.