Triplebyte is transforming the way software engineers are hired. Our mission is to build an open, valuable and skills-based credential for all engineers. This is important because millions of people have skills (and deserve good jobs), but don’t fit the profile that recruiters seek. We aim to cut out that noise by matching opportunities to people who have the skills to succeed in them - regardless of their background.
Companies like Apple, Facebook, Dropbox and American Express trust Triplebyte’s technical assessment to identify the best engineers for their open roles and reduce the time and effort it takes to hire them.
We raised a $35 million Series B and our team of 52 is growing.
Head of Engineering East Bay, CA, United States, San Francisco, CA, United States, or Silicon Valley, CA, United States
Head of Engineering Assessments Content East Bay, CA, United States, San Francisco, CA, United States, Silicon Valley, CA, United States, or Remote
Software Engineer San Francisco, CA, United States or Remote
Subject Matter Expert - Backend Engineering Remote
Subject Matter Expert - Data Science Remote
Why join us?
Growth Our team is less than 100 people, so you’d have a high impact on how we grow. Picking an early startup to join is tough, but the things to look for are a strong team, traction, and a large market. It’s rare to find a team as small as ours that has all three.
Wide varieties of technical problems. We are building a truly full-stack company. As we are solving a big problem, the only way to do this is to attack it in its entirety. This means we had to build a lot of software. We handle everything end to end: candidate sourcing, evaluation, interviewer software, quiz and matching machine learning, and operational processes, until someone finds a new job. Most startups focus on a tiny area, but we focus on the entire evaluation and hiring process.
We are a data company. We can only do all the things we are doing because we built a rigorous process to collect and evaluate data. Triplebyte is built around data and machine learning, which is what makes us efficient and predictive. It's what allows us to deliver value to engineers and to companies. This is also a very defensible asset. Nobody else went through the pain of running thousands of rigorous/structured technical interviews, so nobody else has learned what we have. All of this has become even more predictive and exciting as we scale.
We have a great team. Together, our CEO, Ammon and his cofounder, Guillaume, created Socialcam, scaled it to 125M users and sold it to Autodesk for $60M. Our Board Chairman, Harj, was the first partner at YC. Most of our engineers were hired through our product, and we’re building a diverse team that is tied together by a shared motivation to help software engineers of all backgrounds.
Engineering at Triplebyte
Our engineering team is still fairly small (<30 people) with a flat structure. This means each engineer on our team has plenty of autonomy and gets to own entire parts of the product. They all went through Triplebyte!
Our team operates on two-week cycles. We push daily to production. We are committed to building a great product and iterating quickly. We are pragmatic and focused on company growth, we favor speed and efficiency over endless technical perfection. That being said, we dedicate cycles on technical maintenance to have a healthy stable growth.
A sample of some interesting technical challenges we deal with:
1) Analyzing the large amount of data we have from screening engineers and using it to improve our process.
2) Building a chrome extension for interviewers to run interviews, dealing with grading, video, and audio recording.
3) Designing an email and phone proxy so we can stay on top of what happens between companies and software engineers.
4) Designing tests that accurately measure technical ability, not just ability to memorize algorithms.
5) Building a good product is very hard! It requires iterations, user testing and on focus on every detail.
Building machine learning models — We have built models that help us predict the likelihood of an engineer getting an offer from a particular company. Interviewing and assessing engineering talent tends to be noisy, but Triplebyte's technical assessment has proven to be good enough to extract meaningful signals. We're collecting data on interview results and doing our own in-house evaluation, which gives us a pretty unique dataset to play with. Eventually, we want to be able to use our model to predict a candidate's complete profile of strengths and weaknesses; this will allow us to tailor our interview and the rest of our process on a per-candidate basis.
Building delightful UIs — We pride ourselves on building delightful, responsive, and polished UIs for both our candidates and our companies. To provide the best possible user experience, we lean heavily into our React and Redux setup. We’re also constantly adopting cutting-edge solutions where we can, trying out server-side rendering and AMP emails for some of our new projects.
Building an efficient API integration — We deal with a dozen internal or third party APIs in our codebase. For example we use Algolia to index and search objects, we use Stripe for billing, Mailgun for our custom email proxy, Github, Google Calendar, Gmail, Docusign, Twilio, Mixpanel, etc. We often have to change our usage or add new ones. We like to minimize new gems in our codebase and often end up making a small/efficient implementations of exactly what we need. We recently integrated a vendor to automatically send gifts to engineers passing our process - you probably already received or will receive a package from us soon? :)
Designing screening processes for different specializations — When we first started Triplebyte, our technical evaluation was geared towards generalists - people who are pretty good all around. As we've done more interviews and worked with more engineers, we've been able to expand the types of technical evaluations we provide, allowing us to work with engineers with specialties (e.g. mobile development or front-end development). As we grow, we hope to continue expanding the types of technical evaluations we provide. If you join our team, you'd likely have the chance to design one of these evaluations end-to-end.
Building a custom A/B test system — We built a custom tiny A/B test system based on Redis and coupled with Mixpanel. We constantly run tests and we get slack alerts as soon as results are ready for review!
Improving our matching algorithm — A key part of our product is the ability to match engineers based on their strengths and interests with the right companies. It's a tricky thing to get right, and we're constantly improving our algorithm as we run different experiments and gain new data.
Building interactive visualizations for our compensation and tech stack data — We believe engineers should be better informed about their career opportunities. Fresh data about what’s in demand is constant flowing through our marketplace. We’ve started publishing some of that data, and building tools to share more data helps engineers make smarter career decisions.
Working at Triplebyte
We have a laid-back, friendly office culture. Over lunch you'll often find us discussing the latest in technology, books, and pop culture, and then maybe getting in a quick game of chess or babyfoot (foosball).
Since we're an early-stage company, we move fast, and it's important that each member of our team is able to take ownership of projects by defining problems, brainstorming solutions, and running experiments.
One of our 5 company values is “Champion Diversity,” so we work hard (and carefully) to build a diverse, intersectional team. As you’d likely guess for a company that’s all about fixing tech hiring, we take our own hiring process pretty seriously. It starts as soon as we know we’re hiring for any role — our recruiters work with the hiring manager to create a job description centered around skills and outcomes vs. years of experience and credentials. Then we run our job descriptions through language software to make sure they’re inclusive of gender, age, and ESL speakers.
We have sourcing goals by team, and we set those targets using estimates of the target demographic in that particular field and in the greater population to come up with a sourcing goal that hopefully gets us closer what we think the representation should be on our team. We aim for a balance between the backgrounds/perspectives of the existing team and the potential hire. We also use the Rooney Rule at certain points in the funnel.
We’re interviewing 100% remotely right now due to COVID and are happy to make interviewing accommodations like flexible scheduling — we understand if you need to schedule around your child’s Zoom school, or not take a full day off from your current job for interviewing. Once you’re hired, you’re paired with an onboarding buddy outside your team so that you have a resource and friend to help you get acclimated.
We talk a lot more about our mission and our perspective on tech, diversity, equity, and inclusion (and the work we’re doing) at triplebyte.com/diversity (http://triplebyte.com/diversity). We don’t get into product specifics too much on that page, but a few of our recent projects include: launching Skills First Mode (a sourcing mode for recruiters that obscures identifying information like name, avatar, and pronouns), adding these prompts and new perk selections to company profiles so that engineers can see even more info about a company up front, starting to anonymously collect demographic data so we can see where our network stands, and auditing all of our assessments for language bias and complexity.
We care a lot about making sure our company culture is welcoming and inclusive to all Triplebyters; we’re all certainly more than just our job title and demographic stats. We used to eat lunch together pre-COVID, and now we get together for virtual social hours and “lunch ‘n’ learn” talks where coworkers volunteer to share info or tips on something they’re passionate about. Past topics include grappling, Shackleton’s Antarctic explorations, juggling, highpointing, and GPT-3. We also offer an optional, random bi-weekly 1:1s and group chats to meet new teammates and keep in touch with other work friends.
We have a communication policy that we call “Fourth Byte,” to make sure that no matter how fast we’re moving as an early startup, we still make room for everyone to contribute their opinions and any concerns. This policy applies across the company. Everyone at Triplebyte commits to pausing, listening to, and understanding a Fourth Byte question or concern, and whether or not we ultimately change course based on the concern, the person will get a response.
We also have more structured resources in place to support the needs of our team. Our Diversity, Equity, & Inclusion (DEI) group meets bi-weekly together, and quarterly with the executive team to set goals and initiatives for the upcoming quarters. Over the past year, the group facilitated a DEI working session from a leading DEI advisor and leadership coach for the executive team, as well as various company-wide events, including a Black art share for Juneteenth, a holiday traditions event series, and Black History month events. The group sponsors an ongoing, opt-in, internal mentorship program.
Triplebyte also sponsors several public ERGs (in this case, that’s Engineering Resource Groups, not Employee Resource Groups) for women engineers, Black engineers, and Latinx engineers. Our LGBTQ+ group will be coming soon. We also encourage employees to use their full Learning & Development stipend, and we provide a donation match.
We provide full medical and dental coverage for you and your dependents.
We have catered lunches everyday and a fully-stocked office kitchen that includes La Croix, fresh fruit, and other healthy snacks. If you're ever spending a late night in the office, we'll also order in food.
We often hang out at the office and socialize on Friday afternoons after our weekly all-hands meetings, and we hold periodic team dinners and outings that have included bowling, trips to the San Francisco Exploratorium, and cooking classes.
Right now, we're working remotely due to COVID, so we have biweekly virtual Happy Hours that are company-sponsored.
As a team, we work hard but also try to have fun. We recently went to Lake Tahoe and spent time swimming, kayaking, horseback riding, and getting massages, to name a few activities.
We have an unlimited vacation policy. We believe it's important for employees to have time to relax and decompress from work. Most employees end up taking somewhere between two and four weeks of vacation a year. We also observe 7 major holidays and the company is closed between Christmas Eve and New Year's Day.
We offer commuter benefits
Our building includes an onsite-gym.
We offer 14 weeks of fully paid leave for birthing parents, and 8 weeks of fully paid leave for non-birthing parents.
Work from Home
We let our team work from home on Wednesdays (although we're all working remotely right now due to COVID!).
We offer an employer match of contributions of up to $250 annually.
Triplebyte will cover up to $500 annually towards Learning and Development expenses, including workshops/conferences.
Dedicated Human Resources team
Interested in this company?
Skip straight to final-round interviews by applying through Triplebyte.