Triplebyte is a recruiting startup that helps startups hire engineers by matching them with candidates who have a high probability of success.

Most tech companies follow a standardized hiring process, which includes resume screening, recruiter calls, technical phone screens, take-home projects, and on-site interviews.

At my startup, Triplebyte, we would call candidates at the end of the day to let them know we were impressed and would send offer details the next morning, which shows candidates that we value their time.

Larger companies tend to rely more on brain teasers in interviews, which can introduce noise, but they often use them as a standard part of their hiring process. Bigger companies focus more on measuring innate ability rather than specific coding skills for their codebase, while smaller companies prioritize immediate productivity in specific technologies like Ruby on Rails.

We conduct laptop interviews at Stripe, focusing on practical coding skills in the environment candidates are familiar with, which has proven effective for hiring.

When pre-screening candidates, we evaluate programming productivity, academic computer science skills, debugging abilities, and system design capabilities.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

Stripe was one of the first companies to change the tech interview process, focusing on practical skills like developing web apps instead of traditional whiteboard coding problems.

Developers are interviewing companies as much as companies are interviewing them, assessing the hiring process and company culture.