ammon

5 ms·

1.
by ammon 3mo ago
Tabula Bio | Founding Machine Learning Scientist | San Francisco, CA | ONSITE | Full-time We use generative ML to design bacteriophages that treat antibiotic-resistant superbugs (bacterial infections). Using phages in this way is not a new
2.
by ammon 10mo ago
And we know what the adaptation is: calorie constraint. We evolved in a calorie constrained environment. We don't live in one now. Our set point for desire to eat is clearly too high. None of this means that glp-1 inhibitors don't
3.
OpenAI Restructures to Become a More Traditional For-Profit Company(nytimes.com)
12 points by ammon 11mo ago|2 comments
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by ammon 1y ago
Nope, LLMs are quite functional in non-english languages. My partner regularly works with ChatGPT in Turkish
5.
by ammon 1y ago
For one thing, viruses keep bacteria in check. Bacteria populations live in an equilibrium standoff with bacteriophages (viruses). The human gut contains more bacteriophage virions than bacterial cells. So eliminating all viruses could le
6.
by ammon 2y ago
Indeed. It is common to not have changed your mind about the thing someone is upset about, but not feel good that they are upset. There needs to be a way to communicate that
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Sailing Hawaii to San Francisco Single-Handed(ammonb.substack.com)
2 points by ammon 2y ago|0 comments
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Challenging Quantum Mechanics with a Crystal(phys.ethz.ch)
3 points by ammon 3y ago|0 comments
9.
by ammon 4y ago
Most employers on Triplebyte (90%) are hiring in the US currently. However, we're working on something that us going to change that (announcement coming soon).
10.
by ammon 4y ago
As of 2 years ago, every profile on Triplebyte is not visible to recruiters unless an engineer explicitly makes it visible.
11.
by ammon 4y ago
That was true of our process as it existed in 2017/2018 (and was a part of why that business was not viable). At this point, what we do is develop tests (backed by psychometric models). These are more accurate than human phone screens
12.
by ammon 4y ago
I’m the CEO of Triplebyte. I just looked into this, and we are not automatically making anyone's profile public without their consent. OP, it looks like you had set your profile to be visible some time ago (I can provide details via em
13.
by ammon 5y ago
But how much more important? :) Sorry, could not help myself.
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Triplebyte Hiring Head of Engineering
1 points by ammon 5y ago
15.
by ammon 5y ago
That's exactly what the article we're all commenting on is about!
16.
by ammon 5y ago
We experimented with this, as well as with trial periods (which are sort of the same thing, but with a time limit). Trial periods ended up being easier to think about and optimize (each account either converts or not at the end of the perio
17.
by ammon 5y ago
We do have discounts for smaller startups (under $10m in funding). Happy to talk about that if you're interested. ammon@triplebyte.com
18.
by ammon 5y ago
So, under the old model, order 200k engineers applied to us. Because we were exclusive gatekeepers, around 3% of those were "accepted" onto the platform. Around 2/3 of accepted candidates received an offer, and around 1/
19.
by ammon 5y ago
The main problem we had with the contingency model is that it resulted in companies using us for a few of their "hardest" hires, rather than as a bread-and-butter part of their recruiting. For example, almost no one wants to pay a
20.
by ammon 5y ago
I generally agree with the phrase "if you're not paying for a product, you're the product". But the market for engineers is just so lopsided that I think it's less true here. There are a lot of recruiting compani
21.
by ammon 5y ago
I'd say that main value was that we opened doors for people (got them opportunities they would not have been considered for without us). I don't think what we need to be gatekeepers to do this. Yes, not everyone can succeed (get a
22.
by ammon 5y ago
Fair comment. I certainly don't think of us as a market leader. LinkedIn is the market leader. Honestly, the last year has been pretty hard for us (COVID and the problems with our model that I talk about in the post). That said, I thin
23.
by ammon 5y ago
Companies do pay us. But I think that our real long-term incentives still pull toward building what engineers want, not what companies want. I think that platforms like LinkedIn and Indeed have just gotten this wrong, because they focus o
24.
by ammon 5y ago
This is a perfect example of why we're making these changes (and the problem that came from us being a gatekeeper). There are lots of different ways to show skill. We don't want to be in the position of deciding who "deserves
25.
by ammon 5y ago
There's some risk of that. But I think that we can make it work. Basically, the model I have is that there are many different ways that an engineer can signal competency to a company and get a job. One way is doing well on our quizze
26.
by ammon 5y ago
So, we ARE keeping the quiz (and companies still trust it as much as they did in the past). It's just not mandatory.
27.
by ammon 5y ago
I'm really glad that the old process worked so well for you. When it worked, it was pretty great. We are losing something with this pivot. The problem is that the old process did not work for far more people than it did. For every won
28.
by ammon 5y ago
The difference is that I think we're in a position to actually change behaviour (require companies to not do bad things like ghost candidates, lie about salary).
29.
by ammon 5y ago
I hadn’t thought about this from a legal contract perspective. I like the idea of making our commitment enforceable. Do you have ideas of what you'd want in a contract?
30.
by ammon 5y ago
This is certainly an issue. As you say, it’s a problem on yelp and glassdoor. It’s why most nightclubs have low yelp ratings (people they exclude give them low scores). There are a few things I think we think we can do: 1) Look at relative

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