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 period). But we may revisit this in the future.
Would be interesting if you could do something like:
-You vet engineers with however you/or individuals engineers see fit (test/ past work/ opensource / interviews/ etc), they highlight what they want + maybe what your data says would help them stand out for the "type" of dev they are.
- force companies to pay you $xk - $1xk to hire them right away if they "match" with someone they select, but with the ability to get a refund if they fire them within 3 months (but like 60 business days to get a refund, and allow them to keep picking but reset the window if they match with someone else again).
- keep in touch with those employees during that window
That way, companies will eventually get their money if they make a bad hire and still be willing to use you again, you can collect more data on the larger part of the employment life cycle and basically get 60 day interest free loans at worst.
Why not just offer junior engineers for free? If companies don't want to pay you for junior engineers, they're not going to suddenly start caring when you're giving them 10 instead of 1. If they're paying you for seniors just let them pay you for seniors.
