Ralph Landon is a 32 year old software engineer and former oil worker who was recently hired by Render, a San Francisco based startup that lets users deploy web applications without having to manage their own servers or databases.
Every engineer has bombed an interview. Sometimes even very talented engineers unexpectedly bomb them, and this can be really frustrating for all parties involved. As one of Triplebyte’s content writers, I’ve read interview notes on hundreds of successful candidates and hundreds of candidates who didn’t make it through our process.
Although we've put a lot of effort into designing a background-blind technical screen, our process is still probabilistic and sometimes things other than raw engineering talent impact outcomes. Sometimes candidates make mistakes which make it impossible for us to accurately assess their ability. What follows is based on my own observations and those of our interviewing team, who have been doing this for even longer than I have.
Triplebyte is giving every software engineer accepted onto our platform $100 to donate to their favorite open source software projects.
We are leveraging the accumulated knowledge of our users to decentralize open source funding because we believe that crowdsourced decisions will lead to more merit-based funding choices.
Each month, we are making about $20K available to open source projects through our users.
Paul Buchheit is an engineer and partner at Y Combinator. He was the 23rd employee at Google, where he built Gmail and the first prototype for Adsense. After leaving Google he co-founded Friendfeed, which was acquired by Facebook.
Triplebyte co-founder and CEO, Harj Taggar, sat down with Paul to talk about how he got starting to program, joining Google, and becoming a great engineer.
Triplebyte is now available for engineers and companies hiring in Seattle and Los Angeles!
Our team just moved to a larger office with unterminated ethernet cables, no uplink, and no Wi-Fi. Here’s a smorgasbord of suggestions — some well-known and others obscure — that helped me get a reliable network running fast.
Hiring the best employees and building a strong culture are imperatives for any company. However, culture fit screens in the interview process have been shown to introduce significant bias. In this post, I dig into what companies actually mean by culture fit, and try to find a way to resolve this conflict. I hope this post will be useful for hiring manager designing an interview process, or engineers getting ready for interviews.
Once you've found an engineer you want to hire, the final step is presenting them an offer to join your team and convincing them to accept it. This post offers advice for increasing the percentage of the offers you make that are accepted.
In this employee-friendly market, lots of things about the hiring process have changed to accommodate candidates. But companies don’t seem interested in the goodwill they could earn by giving honest, individual feedback. I work at Triplebyte, and over the last year I’ve written over 3,000 detailed, individual rejection emails. When I started, I wondered why no one else did this. Now, I think I know.
