This is directly in conflict with this comment from Harj:

> The metric we optimize for is our onsite success rate i.e. how often does a Triplebyte candidate onsite interview result in an offer.

If you want passing your interview to mean that a candidate will pass their onsite interview because your interview is tailored to deliver people who look good in an onsite, you're acting as a recruiter, trying to give companies whatever they say they want. This model provides a lot of value to companies but zero value to candidates, since anyone who passed your interview would have gotten the job anyway.

If you want passing your interview to mean that a candidate should pass their onsite interview because they would perform well in the job, you're acting as a credential, telling companies what they want. This model provides value to companies and to candidates (assuming you can tell who will perform well). These aren't the same model.

Your candidate-directed advertising leans heavily towards the second model ("just show us you can code!"). That makes sense, since that's the model that provides value to candidates. It's disappointing to hear Harj say that what you really believe in is the first model, and disconcerting to see you openly disagree with your cofounder about what your company is trying to do.