Triplebyte is a hiring marketplace used by companies like Apple, Dropbox, Stripe, and Instacart to hire the best technical talent. We are on a mission to build a meritocratic hiring process, and we do all our evaluation background blind. Our ultimate goal is to collect the largest dataset and use this to build the world's best technical hiring process. No other company has successfully done what we're doing in this field.
We are growing extremely quickly, working on a problem that is fundamental, sitting at the crossroads between the workforce and employers. Ten years from now, it'll look silly to use anything other than Triplebyte for technical hiring.
Growth. We have built lots of momentum in the past year. We made it to product/market fit and profitability. We are highly committed to that growth and are brutal about it. This is what matters the most to us. That's how we accomplish our mission and will become a huge company.
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. Almost half of our engineering team has gone through Y Combinator, including our CEO Harj, who was the first partner there. Our other two founders, Guillaume and Ammon, founded Socialcam, scaled it to 125M users and sold it to Autodesk for $60M. It also goes without saying that all of our engineers have gone through the Triplebyte process and crushed it :) We use our own product to hire engineers!
Our engineering team is still fairly small (just 10 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 advanced React/Redux components — The whole engineering team is big on React. Every big new frontend component that we build is made with React. It's often a bit more code but it's way more powerful, maintainable, and elegant.
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.
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.
We provide full medical and dental coverage.
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.
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 (2 weeks minimum). We believe it's important for employees to have time to relax and decompress from work.
We offer a matching 401(k) plan up to 4% of compensation.
We offer commuter benefits
Interested in this company?
Skip straight to final-round interviews by applying through Triplebyte.