The skills assessment is the most reliable we've seen in the industry; it has allowed us to save time by skipping the technical screen portion of our interview process. Review collected by and hosted on G2.com.

The quality of candidates seems to have gone down over time. I'm not sure if the threshold for getting listed on Triplebyte has changed, but we now have to filter through many more candidates than before. Additionally, the response rate for candidates has gone down. Review collected by and hosted on G2.com.

The user interface and experience is good. It's intuitive and they take care of end-to-end solutions. They make process super easy in terms of logistics, and they also provide services for on-sites which is great. Review collected by and hosted on G2.com.

Candidate quality and screening process. The screening process seems random, the quality of high scoring candidates was quite low tbh. We had to interview candidates with low score as they were much better. Apart from that the pool is limited, and the response rate of candidate is really low. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

- access to a large set of pre-screened engineering candidates

- candidates are generally actively looking for jobs, making sourcing easier for a zero-recruiter company

- growing focus on DEI Review collected by and hosted on G2.com.

- more useful for entry and mid-level engineers: the quantitative metrics they have aren't as helpful for senior candidates

- FastTrack pipeline hasn't been super huge lately Review collected by and hosted on G2.com.

Prescreening and candidate profile layout Review collected by and hosted on G2.com.

The options given for filtering candidates. Too vague and mean too many things to too many different people. Should add a section for skill set, like Java, .Net etc. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

Saves me tons of time screening candidates and drives up the signal to noise ratio. Review collected by and hosted on G2.com.

Too much attention on fast track candidates, creating a bidding war with much better funded companies for good candidates. Review collected by and hosted on G2.com.

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. Review collected by and hosted on G2.com.

The filter system is very good, but there can be some improvements regarding AND conditions. Review collected by and hosted on G2.com.

Triplebyte does technical screens which reduces a lot of time and work from our engineering teams . Review collected by and hosted on G2.com.

The scheduling tool. It's an extra step because it does not connect with our ATS (Greenhouse). I have to schedule through Triplebyte and then again on Greenhouse. Review collected by and hosted on G2.com.

Candidates are easily scheduled via the Google Calendar integration. As a recruiter I can see what times work best and it auto-updates not only to the candidates profile but also the recruiters. If no times are available we are able to suggest multiple time slots for the candidate to choose from. The ability to source for different roles simultaneously posed great value as well. Since we had multiple positions open with vastly different requirements sourcing was easy with Triplebyte. Not to mention, the candidates that are on the platform went through a rigorous exam that we could trust having a technical bar met. Review collected by and hosted on G2.com.

The new layout is generally more difficult to initially understand. There should be a layover tutorial for recruiters to click next through to understand the changes. I wish, also, that there was more granular clarity on other companies in their offer-pipeline and those companies offer numbers. The biggest problem our org had was in closing Triplebyte candidates because there was so much ambiguity at the end of the process. If there was more information on the companies we are competing against or numbers that are proposed in the other offers we would have a more competitive edge. Review collected by and hosted on G2.com.