We're hiring a Head of Diversity to help us make the technology industry more welcoming to people of different backgrounds.
We've interviewed thousands of engineers for jobs at small startups and tech giants. Here's what they've told us they want in their next job, broken down by experience level, gender, and skill.
Passive candidates are often a vital and valued part of a thriving company, so neither their role nor the company they work for is in danger of going away anytime soon. However, just because someone is happy at their current position doesn't mean they couldn't be even happier at your position!
How can you compete with FAANG and hire top quality engineers away from the big five? Here are a few ways to stand out from the crowd when you're looking to hire for your high-growth opportunity.
tl;dr Programming interview questions can feel unnecessarily difficult. Sometimes they actually are. And this isn't just because they make interviews excessively stressful. Our data shows that harder programming questions actually do a worse job of predicting final outcomes than easier ones.
tl;dr Humility is an important quality in technical interviewers. Our data shows that interviewers who are strongly confident in their own abilities give less consistent interview scores. Interviewers who are aware of their own weaknesses (and of how noisy interviews can be) in contrast, give more consistent scores. We've developed an exercise to help train interviewers in this area.
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.
Wondering how to hire your first engineer? This post will help you to better prepare for your very first engineer hire.
We do a lot of interviewing at Triplebyte. Indeed, over the last 2 years, I've interviewed just over 900 engineers. Whether this was a good use of my time can be debated! (I sometimes wake up in a cold sweat and doubt it.) But regardless, our goal is to improve how engineers are hired. To that end, we run background-blind interviews, looking at coding skills, not credentials or resumes. After an engineer passes our process, they go straight to the final interview at companies we work with (including Apple, Facebook, Dropbox and Stripe). We interview engineers without knowing their backgrounds, and then get to see how they do across multiple top tech companies. This gives us, I think, some of the best available data on interviewing.