I applied through Triplebyte in 2015 & again in 2018, and got to know Harj & Ammon a bit. They, along with Gilluame, all struck me as remarkably smart and incr

I applied through Triplebyte in 2015 & again in 2018, and got to know Harj & Ammon a bit. They, along with Gilluame, all struck me as remarkably smart and incredibly dedicated to their vision. So if after 6 years that lot haven't "cracked the code," that's reason enough to abandon hope for there ever being a sane recruiting process, anywhere. My takeaway from my experience finding a SW engr job was that actual technical capability was really only a second- or third-tier consideration in companies' hiring decisions. (This is often misaligned with the companies' actual business needs, but that's not what materially drives hiring decisions either.) So, although TB nailed TFOO the competence assessment & pre-screening problem, Amdahl's Law still applied to the whole enchilada. What TB should do is monetize their experience placing candidates over the last 5+ years and just sell training & maybe some standardized SaaS products to HR departments -- especially at startups! -- that regularly need to hire SWEs/SDEs (yes I'm a FAANG-er now). Because the real dysfunction in tech hiring originates & thrives in those departments, and...something about robbing banks because that's where the money is...