The best programmers do apply. Whatever you think a work-hire test is, that wasn't it. A work-hire test attracts the best programmers. It doesn't repel them. It's a chance to demonstrate their skill. It's also far better: anything is better than the fake contests they're currently forced to endure. Which would you prefer? Spend a couple hours remotely fixing some bugs and adding a feature on a fake iOS app, or spend all day playing "dodge the bias" for a hit rate of ~60% at the cost of a vacation day?
Why do you think the programmer from your article didn't get a job when you "sat back to watch him get a job"? You didn't tune your test to what the company was looking for.
Any YC founders who are reading this: Refuse to talk to Triplebyte until they set up a work hire test for your company. Force them to do it, and force them to work with you to tune the test to the work you need. You will get a 100% hit rate. And you'll notice something else: Your retention rate will go way, way up. Want to not deal with firing people? Get them to show you they can do the work. Nothing else matters.
The test needs to be set up so that the candidate can demonstrate they can do exactly the same things all other employees do on a day-to-day basis, or it's not a work-hire test.
Why do you think the programmer from your article didn't get a job when you "sat back to watch him get a job"? You didn't tune your test to what the company was looking for.
Any YC founders who are reading this: Refuse to talk to Triplebyte until they set up a work hire test for your company. Force them to do it, and force them to work with you to tune the test to the work you need. You will get a 100% hit rate. And you'll notice something else: Your retention rate will go way, way up. Want to not deal with firing people? Get them to show you they can do the work. Nothing else matters.
The test needs to be set up so that the candidate can demonstrate they can do exactly the same things all other employees do on a day-to-day basis, or it's not a work-hire test.