To be clear, we still have quizzes and the ability to show your performance on them to companies. The fact that they’re not completely mandatory to use Triplebyte doesn’t mean that they’re not important or that we won’t build further features around them.
Right now, companies can offer an expedited process as part of their reach-out. We’re working on ways to productize this a little bit better. We didn’t announce the feature in this post because it isn’t done yet, but one thing we’re looking at is allowing companies to set individual score thresholds for various types of expedited process (e.g. “if you scored a 3 on algos and a 4 on back-end, we’ll definitely get on the phone with you” or “if you have a 5 on python we’ll skip tech screens for you”). We certainly recognize that FastTrack was valuable to a subset of engineers, and we want to recreate the value it offered in a way that is a little bit more sensitive to the specific company and specific engineer in question. We imagine, for example, that less-prestigious companies (who are more concerned about attracting applicants) will probably set lower thresholds than the Apples of the world. Under the old system, we had to set a single threshold, which would necessarily either be too low for prestige companies or too high for everybody else.
And just to lean a little bit back into the pitch we’re trying to make here: if you’re concerned about interviewing process, wouldn’t it be nice to be able to search companies by how their interview process works? That’s not an axis on which companies meaningfully compete right now, but with the right incentives, companies will cut a lot of the annoying hassle that they currently have no reason to get rid of.