Icon blog
Triplebyte Blog

We help engineers join great companies
Try our coding quiz

Share this article

We've raised a $10 million Series A from Initialized Capital

By Triplebyte on Feb 28, 2018

We've raised a $10 million Series A from Initialized Capital

We started Triplebyte because we were frustrated by the noise present in every step of the hiring process. It begins with looking for keywords on a resume and ends with making gut call interview decisions. The result is companies missing out on hiring great people. Our goal is making hiring more scientific by using objective skills data to match people with companies. We believe the best people should work at the best companies, whatever their background.

And we're really excited by the progress we've made towards that goal. Tens of thousands of engineers have now started their search for a new company through Triplebyte and they're going on to see success in finding great new companies to join. Over $100 million worth of job offers have now been made on Triplebyte and it's picking up quickly. $50 million of those were made in the last 6 months.

Over 300 technology companies are using Triplebyte for hiring. Our customers include top technology companies like Dropbox, Coinbase, Instacart, Opendoor, Niantic Labs (creators of Pokemon Go) and Cruise Automation.

To help us keep building on this momentum, we're excited to announce we've raised a $10 million Series A led by Initialized Capital. We had strong participation from our existing investors Caffeinated Capital, Jessica Livingston, Paul Graham, Emmett Shear and Kyle Vogt. We're thankful for their support and backing since the beginning.

We're also welcoming some new investors in the round including Marissa Mayer (former CEO Yahoo and VP Product Google) and Xavier Niel (founder of French ISP Iliad and the coding school 42). They've both run companies and built teams at scale. They deeply understand the challenges of hiring and that's why we're excited to have them on board.

We're using the funding to invest in building out our engineering, sales, account management and marketing teams. We'll be launching support for new types of roles - the most requested being DevOps and Machine Learning engineers. We'll also be expanding to support engineers and companies in new locations. The net result is helping more great people find their ideal next company to join.

What especially excites us about our growth is the data we're acquiring. We're now evaluating the skills of over 5,000 engineers per month. That's using a combination of our programming quiz and a virtual technical interview run by a Triplebyte trained Technical Interviewer. The interview is run using our custom interviewing software, which lets us capture structured and deep data from each interview. We're now running interviews at a scale that's equivalent to a company that's hiring 1,000 engineers per year while collecting rich, structured data we can use to keep optimizing our screening.

In 2017 we made a big leap forward in improving the accuracy of our skills testing. As our scale has gone up, we've been able to test more and more types of interview questions. And we've now reached the point where our automated assessment substantially outperforms human interviewers at evaluating technical skill.

Ultimately our mission is building the most efficient way to hire the best people from any background. By building an objective, skills-based hiring platform we have potential to create a huge change in the technology industry. In a world where hiring becomes a true meritocracy of skill, people can focus on finding what they enjoy doing and becoming really good at it. That's the world we want to live in.

Thanks,

Triplebyte

Get offers from top tech companies

Take our coding quiz

Liked what you read? Here are some of our other popular posts…

How to Interview Engineers

By Ammon Bartram on Jun 26, 2017

How to Interview Engineers

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.

Read More

Does it Make Sense for Programmers to Move to the Bay Area?

By Mark Lane on Dec 14, 2016

Does it Make Sense for Programmers to Move to the Bay Area?

If you’re a programmer considering a move to the Bay Area, you probably know at least two basic facts: 1) tech salaries are higher here than elsewhere, and 2) living here is really expensive. Both facts have been true for a long time, but they have become especially true in the past four years. Since 2012 home prices have risen by about 60% and rents by about 70% in both the San Francisco and San Jose metro areas. The absence of any apparent upper limit to these increases has given rise to a new journalistic subgenre, the Bay Area Housing Horror Story. Maybe you’ve heard about the cheapest house in San Francisco, a $350,000 “decomposing wooden shack” whose interior is “unlivable in its current condition”? Or the tent next to Google X that was renting for $895 a month? Or the guy on Reddit who calculated that it would be cheaper to commute daily to the Bay Area from Las Vegas by plane than to rent an apartment in San Francisco?

Read More

Bootcamps vs. College

By Ammon Bartram on May 19, 2016

Bootcamps vs. College

Programming bootcamps seem to make an impossible claim. Instead of spending four years in university, they say, you can learn how to be a software engineer in a three month program. On the face of it, this sounds more like an ad for Trump University than a plausible educational model.

But this is not what we’ve found at Triplebyte. We do interviews with engineers, and match them with startups where they’ll be a good fit. Companies vary widely in what skills they look for, and by mapping these differences, we’re able to help engineers pass more interviews and find jobs they would not have found on their own. Over the last year, we’ve worked with about 100 bootcamp grads, and many have gone on to get jobs at great companies. We do our interviews blind, without knowing a candidate's background, and we regularly get through an interview and give a candidate very positive scores, only to be surprised at the end when we learn that the candidate has only been programming for 6 months.

Read More