This wasn't as much of a barrier as you'd expect. Yes, recruiters mostly didn't like the idea of framing a recruiting process as "you're getting people X other

This wasn't as much of a barrier as you'd expect. Yes, recruiters mostly didn't like the idea of framing a recruiting process as "you're getting people X other company didn't hire" (even though, frankly, that's most candidates you get anyway and hiring processes are not that strongly correlated), but that interpretation usually didn't come up in the first place. The biggest single barrier we faced for early TB was pricing (we were charging 20% of first year's salary) and the demand that companies skip candidates straight to onsites (which we were promising them at the time). Later on, our biggest barrier was differentiating ourselves from Linkedin and the like: companies saw Linkedin as the primary sourcing tool, and because they were hiring non-engineers there, it was one they usually wouldn't get rid of. So we were always the secondary tool, which meant (a) we tended to get the roles they couldn't hire for elsewhere, which selected for the hardest roles, (b) we had to justify ourselves in a way linkedin didn't, and (c) we were the first to be cut when the economics turned against us.