(I'm a PM at Triplebyte working on this overall direction, joining Ammon for this thread.)
To be clear, we still have quizzes and the ability to show your performance on them to companies. The fact that they’re not completely mandatory to use Triplebyte doesn’t mean that they’re not important or that we won’t build further features around them.
Right now, companies can offer an expedited process as part of their reach-out. We’re working on ways to productize this a little bit better. We didn’t announce the feature in this post because it isn’t done yet, but one thing we’re looking at is allowing companies to set individual score thresholds for various types of expedited process (e.g. “if you scored a 3 on algos and a 4 on back-end, we’ll definitely get on the phone with you” or “if you have a 5 on python we’ll skip tech screens for you”). We certainly recognize that FastTrack was valuable to a subset of engineers, and we want to recreate the value it offered in a way that is a little bit more sensitive to the specific company and specific engineer in question. We imagine, for example, that less-prestigious companies (who are more concerned about attracting applicants) will probably set lower thresholds than the Apples of the world. Under the old system, we had to set a single threshold, which would necessarily either be too low for prestige companies or too high for everybody else.
And just to lean a little bit back into the pitch we’re trying to make here: if you’re concerned about interviewing process, wouldn’t it be nice to be able to search companies by how their interview process works? That’s not an axis on which companies meaningfully compete right now, but with the right incentives, companies will cut a lot of the annoying hassle that they currently have no reason to get rid of.
One thing I didn't like about TB is that I couldn't see my own score, or how I compared to others. They sent me follow-up emails, tried to engage me in interviews, asked if I had any questions, and when I asked about my score or how it related to others (top N% for example), they didn't even respond.
If a company asks me if I have questions, and I ask them, and they ignore me, I'm done.
I wasn't looking for a job, but thought the test results would be interesting. Who takes a test and doesn't get results?
This must have been a long time ago! We've told you what your scores were and how they compared for quite a long time now. Even the current version of that page, which is like the third or fourth iteration, is now many months old. (That said, we've got a bug breaking that display right now. Working on it!)
Speaking of your tests - your general coding skills one has an actual bug in the code, as of a few hours ago (I sent an email about it, hopefully it gets fixed)
To be clear, we still have quizzes and the ability to show your performance on them to companies. The fact that they’re not completely mandatory to use Triplebyte doesn’t mean that they’re not important or that we won’t build further features around them.
Right now, companies can offer an expedited process as part of their reach-out. We’re working on ways to productize this a little bit better. We didn’t announce the feature in this post because it isn’t done yet, but one thing we’re looking at is allowing companies to set individual score thresholds for various types of expedited process (e.g. “if you scored a 3 on algos and a 4 on back-end, we’ll definitely get on the phone with you” or “if you have a 5 on python we’ll skip tech screens for you”). We certainly recognize that FastTrack was valuable to a subset of engineers, and we want to recreate the value it offered in a way that is a little bit more sensitive to the specific company and specific engineer in question. We imagine, for example, that less-prestigious companies (who are more concerned about attracting applicants) will probably set lower thresholds than the Apples of the world. Under the old system, we had to set a single threshold, which would necessarily either be too low for prestige companies or too high for everybody else.
And just to lean a little bit back into the pitch we’re trying to make here: if you’re concerned about interviewing process, wouldn’t it be nice to be able to search companies by how their interview process works? That’s not an axis on which companies meaningfully compete right now, but with the right incentives, companies will cut a lot of the annoying hassle that they currently have no reason to get rid of.