The candidate me likes cutting out some of the bullshit involved. The hiring manager side of me on the other hand continues to remember that mishires are expen

The candidate me likes cutting out some of the bullshit involved. The hiring manager side of me on the other hand continues to remember that mishires are expensive. I've also very skeptical in that once a month some staffing agency comes along, tells us they have some fancy heuristic for matching good candidates to our jobs, and then unleashes a tsunami of mediocre leads into our recruiting database. They'll then proceed to act upset and surprised when we don't want to intervene sixty percent of them and most of those we do interview wash out. I guess TB can somehow promise that a certain baseline technical competence is present, but even that's of moderate value. If I really need a candidate who is skilled at X, I might be willing to sacrifice some skill in Y because I already have two engineers strong in Y. I never found TB sufficiently granular in how you configure the automatic screens to allow for that. Secondly, it's totally useless in soft skill assessment. The cynic in me just sees a lot of this TB now trying to force you to expend internal resources to rank the unqualified people or people whose skill sets don't align with what you want (forcing you to respond with data on how you handled the application) because they can't crack the nut of doing it themselves. So they're going to leverage the customer's recruiting teams to code the data for them.