So how are you monetizing it? Is it ads or paid job advertisements or something else?
Having a contingency model is definitely the more lucrative path, but I'm against it for two reasons: (1) I'm a dev, not a recruiter, and (2) I think placements fees are part of what's broken in recruiting. The incentives are misaligned among recruiters, candidates, and employers when recruiters only want to place someone just long enough to hit the 90-day mark.
Precisely! That's why I think Triplebyte.com is such an overrated company. Behind all their new-age silicon valley spin, they are nothing but an old-school scheming recruiter, charging $10K++ per hire.
Think of about it - it's the ultimate rent-seeking industry out there. I feel that the $10K should go to the candidate who is actually going to do all the work and/or be re-invested into R&D (actually adding value to the world rather than paying fat recruiters).
So clearly, Triplebyte’s success is at least to an extent the result of their delivering value to their clients.
I really like what key values does - I think it's a very sustainable way of doing it (both the incentive structure and the philosophy itself) and wish the very best.
I don't wish triplebyte, recruiters, and other rent-seeking middlemen well.
They both founders got money very fast