Everyone hates grind in the job search. Engineers hate submitting hundreds of applications to companies with uncertain response. Recruiters hate sorting through dozens of low-quality applications. Recruiters hate sending hundreds of messages for every engineer they manage to talk to. Engineers hate receiving low-quality outreach. This process is spammy, grindy, and unpleasant for everyone.
Which is why we’re delighted to announce a powerful new feature: Magnet.
Magnet — to steal the title of a famous Python book — automates the boring stuff. It takes those hundreds of applications and hundreds of messages, and brings both down to the single digits. It doesn’t tell companies who to hire (and it doesn’t try to), but it does remove the game of mass messaging from both sides of hiring. With Magnet:
- Engineers get more and better outreach, without spam. They get the first pick as to which companies they want to talk to, and don’t even have to expose that they are job searching at all to get opportunities.
- Companies don’t have to send piles of messages, and can work with a queue of pre-qualified engineers who are already interested in a job at their company.
Let’s dive into how it works, why it’s better for both engineers and employers, and why our automated matchmaking works when many other similar approaches don’t.
In brief, Magnet works by collecting structured information on what a company wants, then using that information to matchmake them with engineers.
In a bit more detail, a company hiring through Triplebyte answers a series of questions about what they need in an engineer. These questions include location and visa requirements, engineering types, what technologies are important / most important to a role, which Triplebyte quiz scores they care about, and how much and what kind of experience they’re looking for.
Once they’ve completed this questionnaire, we create a campaign that sends messages to engineers on their behalf. We take a number of steps to make these message campaigns more friendly to engineers. Our goal is to avoid reproducing the situation we see on LinkedIn, where a tiny percentage of engineers are constantly spammed and others receive no outreach at all. (More details on exactly how we do this in a moment.)
At this stage, engineers aren’t exposed to companies. They get the first decision as to whether or not they’re interested in connecting. If an engineer says no, nothing happens: the company never sees them, there’s no “just following ups” later, etc.
If the engineer says yes, they’re connected with the company. Since the matchmaking is automated, it can’t cover everything a company is looking for, so companies don’t move every such connection forward. The chance of moving forward, however, is far higher than it would be with an application: an average of about one in three are moved forward to interviews.
This process is better for engineers because it gives them more opportunity with less spam. In particular, because we (and not employers) can control how messages are targeted, we can make sure that it's more friendly to engineers because...
- They can completely opt-out of Magnet messages if they’re not interested. (On most job sites, the only way to opt out of automated messages is to opt out of having a profile at all.)
- We limit the number of Magnet messages sent to any one engineer. Currently, the limit is 5 in any short period of time. This both means individual engineers aren’t swamped with too many messages and ensures that interest gets better-distributed across a range of engineers rather than dogpiling a small cohort. (On most job sites, the situation looks much like a dating site: a few of the most desirable members receive overwhelming spam, and everyone else is out in the dust.)
- We make the criteria of a Magnet message transparent. We tell engineers exactly what criteria were used to find them, and how they either meet (or don’t meet) those criteria. (On most job sites, all you have is a recruiter’s word as to why they’re interested in you.)
- We only send Magnet messages to high-quality matches. We want to make sure that when we send a message, it’s relevant and reasonably likely to result in a real opportunity. (Most job sites don’t care about quality of outreach.) By default, an engineer must meet 80% of the (weighted) criteria to receive a message; we use this number because it's roughly where we see a sharp upswing in acceptance rates for manual applications. (On other sites, there's no incentive for recruiters not to cast as wide a net as possible.)
- We pause Magnet messages when a company already has a number of people waiting on a response. This stops “dead” campaigns (e.g. the company closed a role but forgot to shut down their messaging) from sending messages to more than a few people before stopping. That keeps response rates high and response times prompt.
- We give engineers the first move. This is especially useful to engineers who are passively looking for work, rather than actively applying, and for those who want to job search without tipping their hand. In particular, it lets us offer opportunities to engineers even if they’ve chosen not to make their profile visible on Triplebyte. Since we’re sending the initial message, we can do the initial outreach without ever showing their profile to a company unless they specifically tell us they want to connect with that company.
And it’s better for employers because:
- They save hours of time by working with a small, pre-qualified pool of candidates. Manually sending the number of messages we send with Magnet, with customization per engineer, would take many hours a week. Instead, they can spend their time reviewing interested and high-quality candidates for their role.
- They get high-quality matches because our search data is better than other sites. Moving candidates forward a third of the time beats even many third-party agency recruiters, much less other zero-effort sources like applications (which are more like one in fifty).
- They’re not stuck in a “race to the bottom” with other recruiters. On other job sites, recruiters have to compete with one another to send more and more aggressive outbound, which leaves them stressed and strapped for time in addition to its negative effects on engineers. Because we control magnet targeting, and because we're optimizing the experience for everyone, we can remove this incentive.
- They’re dealing with less competition. Because Magnet automatically distributes interest across a wider range of engineers, they don’t have to deal with a tiny pool of highly competitive engineers taking offers elsewhere nearly as often.
There are already a little over a hundred active jobs sending thousands of these messages a week on Triplebyte, and we expect to ramp that number up further as Magnet moves out of being an experimental new product and into being a core part of what we offer.
Magnet is still a new product, and we’d love to hear your feedback on how it can be better. Just send us an email at firstname.lastname@example.org!
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