Thousands of engineers and tech companies interact with the Triplebyte platform on a daily basis. As this economic downturn has progressed, we’ve heard issues engineers and tech companies are facing. From the tough situations, like engineers losing their jobs due to layoffs, to some silver linings, like healthcare and logistics startups seeing unexpected growth, there are tons of changes happening in tech. This week, we launched three product features to help engineers find jobs, and a new program to help students whose summer internships were impacted.
Hire the best engineers with Triplebyte
With Git being used everywhere in software engineering, so is the negatively-framed git-blame command, used in the system to track down who merely contributed a line of code — buggy or not. But this isn't about sensitivity (or oversensitivity). Studies show that dealing in shame-inflicting words like
blame can stifle productivity and innovation among workers.
Here's how Talent Managers at Triplebyte put together an outplacement team to help those at the company impacted by layoffs.
Until now, at Triplebyte, we have focused our efforts on helping skilled software engineers get jobs at companies in four geographic markets - the San Francisco Bay Area, New York City, Los Angeles, and Seattle. Now with COVID-19, many businesses around the world are being forced to work entirely remotely. This may last longer than many people think so we believe hiring remote engineers is more important than ever. That’s why we have moved fast to fully support remote hiring. In Triplebyte, hiring companies now have access to tens of thousands of remote engineers, the largest pool of technically-assessed developers in the industry.
What happens when a candidate can’t visit your office for a final round of interviews? How do you give a great experience when you’re just starting to conduct interviews remotely?
The key to successfully recruiting your next star employee may lie in understanding the difference between active and passive candidates and developing the right strategies for finding and recruiting passive candidates that you might otherwise overlook.
Does it need to be so costly to find and recruit great engineers? Is there really a shortage of coding talent? Is the technical recruiting process inherently too complex to standardize, or even streamline? Here's a side-by-side look at the prototypical
old way of technical recruiting and how it compares to what we've done at Triplebyte.
Instead of diving into the hiring process blindly, consider what well-qualified candidates look for and learn where to find them. Then, protect your time and financial investments by attracting quality candidates while developing a system that engages and retains current staff.
We conducted in-depth customer research and found that some common themes emerged. High competition, the investment required for technical interviews, and a lack of information about candidates during the sourcing phase were all challenges hiring managers and recruiters faced.