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...
Yes. I saw it around when it came out which was when I was just on this side of a protracted bout myself. I have watched the film over 100 times and it helped me reflect and ultimately build my way back. And:
Arrival is the greatest film about bereavement ever made. Cover to cover, it captured and studied every grueling nuance of the process.
Inland Empire is the greatest film about infidelity ever made. Probing the movie's deeper puzzles teaches watchers some key points about the topic which are at a minimum useful in avoiding said misstep IRL.
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...