What first motivated you to give Triplebyte a try?

When Triplebyte first pitched us, what stood out was how much data they were collecting about the technical skills of each candidate. They were able to talk in detail about how they'd designed their programming quiz and how they used it to filter and match only candidates who would be above the technical bar at Gusto. Our recruiting and engineering teams were really interested to try this out and see if it worked. After we started seeing candidates coming through, we saw that it did indeed work. We were impressed with the technical strength of candidates.

How has Triplebyte most helped the recruiting team at Gusto?

It's a combination of multiple things. The three things that are top of mind would be:

(1) The team at Triplebyte has been great to work with. They are always very transparent, responsive, and willing to adapt and make things work well as our hiring needs and requirements shift.

(2) The quality of the candidates is really high. They have a great filtering process in place that saves our engineering team a lot of time spent in phone screens.

(3) The diversity of backgrounds of the candidates has been really great and is something we care a lot about. We've hired engineers with a profile we wouldn't usually have sourced ourselves and that's been really exciting.

Do any candidates you've hired with different backgrounds stand out in your mind?

Yes, we hired an engineer who was a former startup founder and consultant who we wouldn't usually have prioritized at the resume screening step. He's since become one of our top engineers and is leading large refactoring projects that are key to the company. Another would be a very senior engineer who was actually one of the co-contributors of GCC (a very popular C compiler). He joined us recently and everyone loves working with him.

What's the process of managing workflow and candidates been like?

We've liked how active and quickly the candidates coming through Triplebyte are looking to move through the process. We've been wanting to hire quickly and this was a great fit. We could quickly book a time to speak and know that if there was a fit, candidates were ready to interview immediately and make quick decisions. It also helped that we didn't have to think of the first call with candidates as a vetting call but more of a sell call, so we could move them quickly through the process and trust they'd be strong.

How has Triplebyte differed from other recruiting services you've used in the past?

I've worked with many different agencies and recruiting services throughout my career and Triplebyte is the only one I've ever recommended. I've really never worked with a recruiting service that's so easy and transparent to work with.

What we particularly like about them is they focus on delivering a high onsite to offer rate, rather than flooding us with as many candidates as they can each week. We've tried a mixture of other third-party recruiters, from individuals to agencies, and found they'd often send us candidates who had little context about Gusto and didn’t meet our technical bar. Triplebyte was a much better service in all regards.

How did you get comfortable bringing Triplebyte candidates straight to onsite without doing your own technical screening?

We actually had one of our own engineers go through the Triplebyte process to test it out. We saw they were conducting a rigorous technical interview and decided we could trust it enough to start bringing their candidates straight to onsite. We reviewed how well the candidates were doing and once we saw them deliver a high onsite success rate, we felt comfortable continuing to do so.

What have been the main advantages of working with Triplebyte?

The quality of the Triplebyte candidates has been very high and they've already done a lot of the actual screening work for us before we engage with them. We usually give candidates a take home programming challenge to do before they come onsite and we expect a third of them to fail this. We don't have to give this challenge to Triplebyte candidates, this all reduces the time it takes us to hire engineers.

We were also surprised at hiring a couple of strong junior engineers through Triplebyte. This wasn't our main area of focus and we get a lot of applications from junior engineers but haven't had the resources to filter them. Triplebyte matched us with just a few exceptionally strong ones, making it easier to hire a few we had the capacity to onboard and mentor.

How has Triplebyte differed from other recruiting services you've used in the past?

We appreciate that Triplebyte doesn't take a high volume approach and send us lots of resumes to screen and review. They've focused more on sending us a smaller number of well matched candidates each week, which creates less work for us.

They've built actual technology to help with booking calls with candidates, following up and leaving feedback which integrates with our ATS. This makes co-ordinating logistics easier.

The team is also always seeking feedback and actually uses that data to improve their candidate matching.

Have you hired candidates from Triplebyte who would have failed your resume screen?

Yes, we've hired a great engineer who was self taught and was previously working as a pizza delivery person and had hourly jobs working in warehouses. His background actually made him uniquely suited to understanding our logistics challenges and we'd not have engaged with him based on his resume alone.

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How did you get comfortable bringing Triplebyte candidates straight to onsite without doing your own technical screening?

We had our engineering team try the Triplebyte screening process and that built confidence it was a good technical screen. The candidates who then came onsite were doing well and we felt good about keeping it going.

What have been the main advantages of working with Triplebyte?

The main advantage has been it's a great source of high quality candidates. We were trying to figure out how to scale our recruiting efforts and we'd brainstormed the usual ideas e.g sponsoring conferences, career fairs, LinkedIn outreach, referrals, etc. We tried them all and the two things that worked the best were Triplebyte and building our internal recruiting team.

Working with Triplebyte lets our recruiting team spend less time doing screening and more time personalizing the candidate experience and getting them excited about Mixpanel.

We care a lot about removing bias from our hiring process. That's always been a part of the Mixpanel culture as we've had to look further afield to hire people as our early team didn't have strong referral networks to pull people in from. As a result we've built an eclectic group of engineers, including many engineers who are self-taught like me. We like that Triplebyte has thought a lot about ways to remove biases from hiring e,g. their candidate profiles don't contain names of companies or schools a candidate has attended.

How has Triplebyte differed from other recruiting services you've used in the past?

We tried recruiting agencies but they didn't work because the quality of candidates was poor. It was also frustrating to deal with situations where they weren't actually working with candidates they claimed to be.

Triplebyte uses more technology and has a more quantitative nature than any agencies we've used. To us it's like they're building out the engineering recruiting team that is data driven in a way that fits really well with the Mixpanel product and culture.

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