It's funny because the crappy modern technical interview (which every company cargo culted from Google) makes it hard for companies to hire in two ways: 1. Eve

It's funny because the crappy modern technical interview (which every company cargo culted from Google) makes it hard for companies to hire in two ways: 1. Even very competent people don't want to do them, because they're high pressure, incredibly narrow, and highly capricious. 2. Even very competent people don't pass them reliably, because they're often poorly designed and run. TripleByte really seemed like they had a shot at solving this problem, by interviewing people once really well and then getting companies to trust their credentialing. Unfortunately they didn't manage to pull this off at all, really. Their interview was above average but not great and companies just didn't seem to trust it. There's still a massive prize awaiting whichever companies do solve this problem. And it will be a huge boon to the tech employee and employer market in general, by increasing "employment liquidity", productivity, job satisfaction, and retention. In the meantime, more companies could take advantage of this market inefficiency to hire people in alternative ways. For example, some companies do contract-to-hire, which is one way to do a much more thorough evaluation of someone's suitability for a particular role. One reason companies like Google instituted this kind of faux rigor in their hiring process is because they're so bad at firing bad hires. So another thing companies can to be better is to hire more easily but also fire more easily. Offering severance (say, 3 months + tenure increase) makes this a perfectly ethical policy but somehow this is usually viewed as a totally untenable option at modern tech companies (Netflix seems to be the exception).