Triplebyte

“We funded so many alumni at this point multiple times. You know, we just recently had Dennis Mars from Proxy who is coming through a second time. You know, YC, former YC partner Harge went through with, you know, Triple Byte for a second time. So it, you know,…”

“When people are interviewing an engineer, they tend to ask about the things that they Are the best at. There's this overlap between the things that you're the best at and the things that you think are the most important. Every engineer thinks the things that t…”

“If you just take a bunch of candidates and in a controlled setting, have them all answer, you know, three or four of these questions, you'll see there's just, you know, there's some correlation, but there's way less correlation than you would think.”

“A surprising percentage of a new question ends up being Slightly obscured applications of sort of those, especially sort of, you know, hash tables and breadth first search. Those two things by themselves represent probably 40% of the questions that are asked b…”

“So like to come, just like to make sure that you're asking everyone the same question and make sure that you're evaluating them in the same way. And I think that's more important than what you're actually asking, right?”

“If you have five years of experience, it's just flat out easier to pass an interview. You will get a job offer You know, after a worse performance”

“A pretty interesting stat we dug up is I compared the rate of agreement between interviewers at companies with a data set of users reviewing movies online, right? And the numbers were actually, were basically, and the integrator agreement was equivalent.”

“Like an interview panel definitely increases the stress. So we max out at two to one. So it's, training is important, right? So if you're trying to keep it consistent, you need to have Continue across, like, across, and people need to watch each other's interv…”

“Very few companies, especially only, generally only smaller ones, are like directly evaluating flashy new tech.”

“We tried scoring engineers, and I had to have them talk about past projects. And scoring them and trying, like, even go, even like a full hour, like going into depth in the project, talking technical details, scoring it just talking skill. Ability to spin a ta…”

“One thing, one number we have that's interesting is that the engineers who do the best At companies go on to pass, ah, about 80% of their interviews, but not a hundred. No, almost no one passes more than 80% of their interviews at companies.”

“For companies at a bit of a larger stage, I think the obvious answer is you want to hire both those people. And so it's about building a process that can identify more broadly different types of skill.”

“And I think this does a great job of solving some of those problems, basically, because the, you know, this is a skill that, that comes from experience that is often missed by more, more, more traditional interviews.”

“And a trick that, that we use that I think helps in that case is to sort of, in the case where a candidate is totally failing the interview, like, flipping a switch in your brain and going from, like, evaluation mode into teaching mode. You know, you're like, …”

“Asking pretty easy interview questions is often more generally predictive than asking harder interview questions.”

“Most companies think that they are trying to hire good engineers. That's, that, that's what they say to themselves. And that, and they, what they don't realize is that, you know, Company A's definition of a good engineer is significantly different from Company…”