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I mean good for them. I guess before I'd make a profile (either for my employer or myself) I'd want some basic stats:

- How many fully remote jobs paying over $200k base do you have in your pipeline? Basically I have no interest in making a profile to be a sales object to help a startup, I want the company to show value to me first [Now maybe somebody who has no current job is in a different situation]

- My current employer is largely hiring non-US. What countries do you hire out of?

Basically why before I give away hundreds of dollars of my time, what am I getting and how likely? It's not even clear to me to me what types of roles they place (e.g. SREs?)

Lastly I want to throw in a tidbit that it's my personal belief, at the later stages of a long career in tech, that technical skill is really not that important to most employers nor even most roles nor getting promoted (as compared to things like Jira-fu, making your manager look good, handling conflict). As a thought experiment consider otherbranch itself -- other than the interviewers (who could be consultants) how many engineers if any would such a company even need? Seems like it could be wordpress + coderpad + salesforce.

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One, you wouldn't be giving away hundreds of dollars of your time unless we had a role for you (unlike Triplebyte, we interview you only if, conditional on you doing well, we have a job you'd be interested in). So the only time you'd be losing is the time to do a signup form.

But to answer your question:

> How many fully remote jobs paying over $200k base do you have in your pipeline?

Depends on your standard for "pipeline", but we have one such role active right now. It's a performance-heavy low-level (Rust-based) role for a startup doing real-time video processing.

> Basically I have no interest in making a profile to be a sales object to help a startup

Sure, that's fine. You don't owe us anything, but I'd encourage you to think about the incentives that creates for founders. What you're saying, in essence, is "you should lie to me and tell me you're bigger than you are if you want to get off the ground". Which is what most startups - I believe early TB included, by the way - do, and something I'm trying not to do.

> My current employer is largely hiring non-US. What countries do you hire out of?

We're primarily US-focused, but it's not a hard limitation. The open remote role mentioned earlier is open to remote worldwide except for close-to-GMT+0-timezones.

> It's not even clear to me to me what types of roles they place (e.g. SREs?)

Primarily product-eng roles, although by chance the open roles right now skew towards low-level optimization. Our interview is definitely not optimized for SREs - you could sign up if you wanted, and we could even try and match you, but we wouldn't be able to make very strong guarantees about skill for an SRE yet (and we'd tell employers that). FWIW, Triplebyte didn't have a dedicated SRE track for four-plus years; we haven't even been doing business for four months.

> Lastly I want to throw in a tidbit that it's my personal belief, at the later stages of a long career in tech, that technical skill is really not that important to most employers nor even most roles nor getting promoted (as compared to things like Jira-fu, making your manager look good, handling conflict).

There is some truth to this, but it's less true in the startup world in which we currently operate (and will be for quite a while). If there's not demand, there's not demand, and we'll just fail as a company, but even in this market there's so far been enough demand to bring in some clients.

> unlike Triplebyte, we interview you only if, conditional on you doing well, we have a job you'd be interested in

That sounds really prudent.

> What you're saying, in essence, is "you should lie to me and tell me you're bigger than you are if you want to get off the ground".

I'm not asking you to do that, I'm glad you're being so honest. You're right the network effect is challenging and fomo/dishonesty is a common attempt to try to circumvent it.

There's probably no easy legal way to do this, but if there were a way to give like $50 bucks of stock to each serious resume uploaded, or double that to anybody who recommends you to their current company [not sure what's involved with that] then it might create more of a sense of "rooting for you"

That is a fantastic suggestion, and I would love to do something like that if we can make it work logistically. I'm not at all sure that's on the table, but it's a great idea.