Since there wasn’t anything broken on our end, there shouldn’t be anyone else impacted by this. But as part of making sure that OP wasn’t visible by mistake, I had my team double-checked to make sure our previous fix from last year was properly retroactive. It was.
More generally, I don't think that tricking anyone is a viable way for us to run a business. We’re trying to create a marketplace that can open opportunities for engineers who wouldn’t otherwise have them, and we need the trust of engineers in order to do that.
Provided they're in the US. My experience as a European has been: more or less everything I apply to ignores my application. I haven't checked recently, is it changing?
I'm not implying you're wrong since you used the word trying to create. Moreover, you didn't specifically specify which group of engineers you're trying to create opportunities for. I don't even want to go in a right or wrong type of frame, because it doesn't matter, but my lack of eloquence might give that impression.
What I am implying is that the statement is a bit broad. On a more emotional (perhaps even non-rational) note: I feel spoken to yet left out, for years now.
We actually just (like, two days ago) shipped a change to be more restrictive about how we show jobs based on location. And we have a few things in the works (unfortunately I can't share details) that might result in significant increases in activity for engineers outside the US.
> Moreover, you didn't specifically specify which group of engineers you're trying to create opportunities for.
The simplest way to put this is "we want engineers who can do the job to be able to get hired". That is obviously a pie-in-the-sky goal that is more aspirational than anything else (you're never going to bat 1.000), but it's the guiding principle.
In a more on-the-ground sense, we think our assessments allow engineers who do well on them to get company attention that they might not otherwise get. And we have hard data to suggest that we are correct. Each assessment with a score of 3 or higher on an application roughly doubles the chance that that application is accepted, for example, and the overwhelming majority of outbound messages on Triplebyte go to engineers with at least one such score on their profile.