Triplebyte Reviews

Its free and the questionnaires for a free site like this is great

There is nothing to dislike at the moment

Gives a good screener for our prospects with built-in questions, is very easy to set up, and the scoring helps us quickly sort out the best applicants.

Companies can create tests in minutes.

The hiring team can collaborate before finalizing a test.

The hiring team can create multiple tests minor tweaks.

The test results are accurate with candidate verbal interviews.

I have used Triplebyte as both a candidate and a hiring manager.

Candidate: Triplebyte lets you show off your actual skills, not be constrained by a non-traditional background. They also provide excellent feedback on your interview performance and give you the resources you need to improve.

I like that each candidate has been assessed technically on this platform. We even go as far as pushing candidates through past our first technical screening because of this making your platform easier to find great talent. It also maximizes the time of our team/ engineers.

Triplebyte recently made changes to the platform which I know left our team a bit confused on how the ratings for each candidate compare to those in the past. It would be great if there was a publication on how to judge this.

Check platform each week to view new candidates who have joined that could be a fit for your open positions.

It's incredibly useful to see an objective signal of an engineers technical ability early on in the sourcing process.

Some aspects of the interface need iteration and further development. It's challenging to build great search and filtering tooling and it's solid and getting better.

I was able to source and ultimately hire a number of engineers, on my own, directly from the platform. To get this all under a single seat license is immense value and leverage.

I like the ability to directly access candidates, being able to utilize Triplebyte screening and only filter top-tier candidates. That saves a long time in our hiring process.

The filter system is very good, but there can be some improvements regarding AND conditions.

We want to reduce our signal-to-noise ratio when interviewing candidates, as every candidate we take through our process takes a lot of time and resources. Triplebyte pre-screening and advanced filters allow us to only approach candidates that have higher chance to get through our hirigin pipeline.

Access to prescreened candidates with specific details of what these candidates are looking for in a new opportunity. It allows you to take a more targeted approach with your recruiting efforts.

I like the screening tools that they offer.

I think they are still building out their talent pools with more developers. It would be great if their was a larger pool of talent but I think that will take some time, and eventually, they will get there.

We have had success recruiting development talent and generating efficiencies through their online assessments.

I love being able to see what area candidates are proficient in, allows me to understand the likelihood of them passing our technical screens.

I dislike how the platform is always changing without much of a heads up to the user.

Keep on top of changes! They are always improving the platform so you will see things changing.

Identifying what candidates will do best in our interview process and at Braze.

I have been using TripleByte for the past 18 months, and I like that they are continuously improving the product. It was straightforward to set up the integration with our ATS (Greenhouse) so that once we engage with a candidate, we can quickly move them through our interview funnel. TripleByte is also great because it allows you to see test scores for many different areas of technical aptitude - which makes it easy to target our outreach and hone in on the specific technical need for a particular role. TripleBytes Account Managers are also readily available to help when I have questions, and they also provide a QBR to their clients which has many useful metrics to improve the hiring process.

I dislike that TripleByte doesn't allow candidates to upload a regular resume - though it does provide a link to their LinkedIn profile which is helpful when used in conjunction with the candidate's TripleByte resume. It would also be nice to know when a candidate was last active on TripleByte.

We can consistently brand our organization through TripleByte's profile page, which helps us remain competitive while hiring software engineers. We have hired several high-quality engineers through the platform and realized the benefits and cost savings vs. using a staffing agency from day one. TripleByte is also great because it provides us with meaningful context as to which factors are essential to a candidate in their job search so that we may speak directly to these topics while interviewing them.

Candidate quality is extremely high, the exam is very calibrated to our needs, and response rates are above average

Candidate volume is a little low - which is fine given how high the quality is

Can hire 1 top flight engineer per week if we really juice the platform. Nothing else on the market even comes close to that (including agencies).