the draw they have for engineering talent side is that you do preliminary interview with them and then move straight to on sites with companies they recommend you to. It means you can have 10 on sites without having to do 10 phone screens
It's the technical interviewing portion that's a pain to have to re-do over and over again. Especially if it involves travelling across the country to do. Engineers are ultimately looking at company and engineering culture to choose between.
The other thing is that for some engineers, they might perform well in one on-site versus another for many reasons such as the questions asked, interviewer rating, or something as trivial as mood. Seems like Triplebyte giving people one-chance makes this difficult.
Ultimately, I feel the main crux of hiring/interviews/finding the right talent is training. If the industry is over-fitting on people who can pass whiteboarding, then why aren't there more startups focused on this aspect? Not just passing interviews (e.g. outco.io), but actually focused on training systems design and algorithms. Universities don't do that in undergrad or grad school.
Seconded. I don't use LinkedIn or recruiters. When I was looking, I was applying manually to several companies, and setting up phone screens and so on was very exhausting and timing things was complicated. Triplebyte allowed me to combine the primary stages for a couple of companies and helped a lot with prep.