Tech hiring doesn't work

I have a lot of spicy takes on Tech hiring it's kind of my thing which is why I'm really excited that this article just got posted on of all places haskal for all called my spiciest take on Tech hiring I had to take the opportunity to read this quick so really excited this blog's awesome I've read a few other things on it in the past definitely check it out if you haven't let's dive in to the author's spiciest take on Tech hiring my spiciest take on Tech hiring is that you only need to administer One technical interview and one non-technical interview each more than 1 hour long interesting especially with the current disc I saw a lot of people complaining earlier about how many technical interviews it takes to get the job like being rejected on the seventh interview is the worst thing ever and reasonably gets people upset but the idea of just two interviews especially with each one being only an hour that's interesting in my opinion any interview process longer than that is not only unnecessary but it's actually counterproductive obviously this streamlined interview process is easier and less timeconsuming to administer but there are other benefits that might not be obvious I have so many thoughts already but I want to better understand their perspective before I get too in the weeds here the first major point they have is more effective interviews when everyone is responsible no one is responsible interesting this is a link to Wikipedia diffusion of responsibility it's a sociopsychological phenomena whereby a person is less likely to take responsibility for actions or inactions when other bystanders or Witnesses are present this is actually a really common thing for like emergency response like oh it's literally the example here yeah this is hilarious the the example here one that I've encountered in my past is when you're in an emergency like let's say somebody isn't breathing and you're trying to administer CPR you can't be administering CPR and calling for emergency services at the same time so it's intuitive to be like doing that work and then shout somebody call 911 or whatever the difference here is that if you say someone do it since there's multiple people the responsibility has been diffused across the group so no one person feels responsible the thing that's important here is to make sure you call out a specific person so instead of saying someone call for help point at one person and say you call for help because you are reducing the responsibility scope to one individual if five people hear it they'll all be like oh I'm sure someone else will but if you point at one and say you do it they feel solely responsible for it so I find it very amusing they actually call that example out in here very real problem and I definitely see that in interviews too where especially like at Amazon and twitch they have a system called the the 1 to 4 system where you rate a candidate 1 to four I need to excal draw this Amazon Interview ranking so when you're interviewing an Amazon there are four different scores you can get one two 3 and four I'll start with two and three because I think these are the most easy to understand two is probably shouldn't hire and three is probably should hire so the higher ability line is between two and three so if there's a candidate that you're not sure about if you're like eh I don't know how I feel about this person I'd be fine either way there's no result for that there's no option and that's by Design because everybody would just pick the middle option but by not providing one you're forced to go over or under this line and to say what one and four are one is I would quit if you hire them and four is I would quit if you don't hire them I like the scoring system a lot when you have multiple people doing an interview because it gets everybody to show how they really feel if there's a candidate with a bunch of twos and then one four that says a lot about the processes that these people went through and means we need to have a conversation why did everybody lean no except for this one person who thinks they're a great hire where is that difference coming from or if a bunch of people do threes and then one person gives a one I'm guilty of this I've been the person who gives a one on a candidate that otherwise got threes my one overrode like four people giving them a three because I was saying this person is not good enough to work on this team the others were like yeah they'd be a fine addition and then we could have the conversation of why I had these strong concerns and we were able to not hire the person but I think it's important to have a system like this so that you can have first off nobody saying neutral but also people with strong feelings either way expressing those with a number so that we can then have the conversation before making the decision but the decision isn't is the average score over 2.5 the decision is we look at the numbers everyone gave people and then we have a conversation based on that and I was actually well known for being one of the few people who would regularly give ones and fours because I had a strong interview process and I felt pretty confident by the end of the interview whether or not this person made sense and was often able to tie break or push candidates either direction because I had a different process than others did but I I actually do like the scoring system and I think something like this is necessary if you're a team we're not talking about teams here we're talking about the distribution of responsibility which again here by doing numbers like this you have the two options in the middle that are the like I don't want to take too much responsibility this is my general Vibe and then the top and bottom which is I'm taking ownership here I do or don't think this candidate makes sense and that's another way to think of this is taking stronger ownership of your decisions back to the article looks I have a lot of thoughts interviewers are much more careful to ask the right questions when they understand that nobody else will be administering a similar interview they have to make the questions count because they can't fall back on someone else to fill the Gap if they fail to gather enough info to make a decision on the candidate it adding more technical or non-technical interviews makes you less likely to gather the information you need because nobody Bears ultimate responsibility for Gathering decisive information yep I like this a lot and I will say the non-technical thing is also something that comes up in here we've had candidates that got a whole bunch of Threes from the engineers and then the HR person whoever went to lunch with them gave them a one I had one really interesting candidate that slaughtered on the take-home like programming Challenge and they showed up to their interview an hour and a half late clearly very hung over seemingly still a little bit drunk honestly they confessed to another one of the interviewers they had just gotten back from Vegas and flew from Vegas straight to SF to do an interview at twitch so despite the fact that their technical interviews they had done prior were in the 3 to four range obviously we couldn't hire that candidate but the fact that a non-technical person could have given them a one for that when everybody else gave them threes and maybe even fours enabled the conversation that's a four absolutely hire them I love you guys yeah you got point though the One Technical and non-technical interview means that you need to know those two are really good so it puts way more responsibility on the person giving those interviews but I can say confidently I would have made bad hiring decisions at twitch if I was the only interview that mattered I had plenty of times where I was like yeah this person seems pretty good and then somebody else brought something up and I was like oh that's bad so having at the very least I think these two interviews should be different people just to get different Vibes and I'm going to go more into like the importance of an interview process as we go through but I want to keep through or I want to keep going through this first better senior applicants I think I know where this one's going and I have a feeling I'm going to agree when hiring for very senior roles the best applicants have a lower tolerance for long and drawn out interview processes yep I almost certainly knew this I actually on the other side as a candidate for jobs push this really hard my resume I haven't updated it for a while I probably should just to have it as an example uh if we go to my T3 re or repo I have my resume here it is a markdown file this is my my resume I used to have a fancy latte resume I used to have a fancy PDF I did in Photoshop cuz I hated illustrator and in design but I don't care anymore I don't want to have to to perfectly cater this weird process around like having my my my PDF get AI analyzed in order to figure out which part of the pile for candidates I should be in I hate that I don't want anything to do with it and I like to think I'm a decent engineer especially at the time when I had just moved from twitch to building a whole platform from scratch for ttfm I knew my I was a good engineer I was very hirable I didn't actually know what level I was at CU I had been so many times around my level I was originally interviewing for senior roles and quickly realized I was closer to like principal staff when I started talking to these companies and realizing what they needed and what I could provide but there was a lot of companies that wouldn't take a markdown file one of the ones I was really interested in would only take PDFs and doc files like a word file for your resume there was about five or six companies that did that and most of them I didn't apply to at all one of them I made a PDF and the PDF was just a URL to go to my resume on GitHub because I was not going to put this extra work in for this specific company's specific process I just don't care I can get an offer that better fits my expectations and needs by exploring those in my own time in my own way I can find places that are accepting of a markdown resume why would I want to work somewhere that doesn't it's not just they're losing out on me I think of it the other way which is if this company will never hire somebody whose resume is marked down there's a lot of great Engineers I would want to work with that would never work there because a lot of the engineers I want to work with aren't going to go through this whole stupid process they're going to make the thing that works for them like a markdown resume and submit that so could I have made a decent PDF quickly for them and gotten the job and been a happy employee of that place perhaps but they the thing they did that I let filter me I let it filter me because I knew it would filter other people as well and if people I want to work with wouldn't pass the filter then I don't want to work there if you have a filter that makes it so great candidates just don't feel like dealing with you then I don't want to work there because the other great candidates I could potentially be working with all failed your interview process because you have these weird things in it great Engineers aren't going to sit through seven interviews they're going to get annoyed by the third one and stop and making sure your interview process doesn't filter out the best people is a really important thing when you're doing these types of interviews and I find most interview processes have so many weird things in them especially for big companies that the best Engineers just get tired of it and give up and that's a huge Advantage you have as an earlier Stage Company or a small team also a thing I think Amazon does really well where every team at Amazon kind of runs their own interview process there are suggestions and guidelines and like an interview class you take before you start doing them for the most part you can ignore all of that and as long as you use their score system they don't care what you do and I think that's great because the teams that are interviewing for people on their team can make their process work best for the types of people they want to hire but that's a really important piece here is that the best candidates the most senior candidates the ones who have the best experience and potentially the best fit for your team if you make it too hard for them to go through the process they're just not going to go through it the Financial Security point that deal made here is important but my take on that is that if you're willing to take a job that you wouldn't have otherwise with people that you wouldn't want to work with otherwise just for the money you're a Flight Risk to that company because as soon as a company that is a better fit for you offers you even the same amount of money not even more you're going to immediate bail and go there so while you might be more willing to put up with these things the company that you're working for will be a worse fit because if they're doing things in the interview that make you not want to work there they're going to be doing those things on the job as well because all the people who went through that interview now work there and now make those decisions the types of people who go through seven interviews and are like yeah that's totally normal and fine they're the ones who are now running the interview process because they went through it they think it's fine they work there now they run the teams now they run the interviews now they run all these things that creates a culture and if that's a culture you don't want to be part of that's not just fine it's probably good and if you're a valuable enough candidate that you're watching videos like this on my channel you probably know well enough that this interview process sucks that's why I already brought this up on stream earlier I have this video where I interviewed Dan abov with a mock job interview and I made a notion doc that I send to all of my interview candidates when they're about to do a technical a custom version of it obviously where I present them different options on how to Showcase their abilities to their best ability CU I want them to feel like they're in an environment where they can succeed that's how my my companies work that's how my teams work I really want to allow developers to feel comfortable in control and like they understand what they're about to do and by giving them those things giving them those options I guarantee basically every candidate can have some more confidence going into the interview and a lot of these options especially the last two the bring your own repo or bring your own interview plan these exist both because they give candidates more confidence because there's more things they can pick from even if they never pick them but also on the rare chance they think they have a better way to Showcase their abilities than I do they can just tell me and we can do that instead because I want my candidates to be a successful as possible in the process because I want my Engineers to be as successful as possible in their contributions my interview process is structured around that so if there's a candidate that doesn't fit my current interview process there's an escape hatch right there for them to propose something different because I want the best Engineers not the ones who best fit my existing process back to this article there's some good points here I want to Riff on more I like this more than I expected a lot of companies think that dragging out the interview process helps improve candidate quality what they're actually doing is inadvertently selecting for more desperate candidates that have a higher tolerance for in process Yep this kind of T touches on what deal was saying earlier with the uh Financial Security if you're less financially secure you're more desperate and desperate candidates are not the ones you want to hire the only good type of desperation is desperation to do something exciting like they're desperate to work for figma because what figma is doing speaks to them not they're desperate to get get a job because they need money they're desperate to be at this specific place because it is exciting to them that can be okay but ideally desperation is not the thing you're basing your hiring process around that's why a lot of the layoffs are currently happening people were so desperate to fill seats they lowered their bar too much yeah great Point here is this actually the kind of engineer that you want to attract as you grow your organization absolutely not and it's far too common so I ask what my thoughts on take-home tests uh I think they're a good option I think for candidates that prefer that it could be really useful but for candidates that see like some candidates will see that as unnecessary work in their free time others will see it as a great exciting way to play with new technologies and showcase what they're building I personally as a candidate quite liked doing take-homes as a hiring manager I find them to be a good bit amount of like work to do in a way that they're not like leaking people are stealing code and and actually reviewing them can be much more challenging than doing an inperson interview but I'll cave and do a take-home test if the candidate really wants it so again it's building these things around what the candidates want because I deal you're building your company around what your teams want and need to succeed because if you have a team that's success metrics aren't aligned with your companies you should just get rid of the team they don't fit your business but if you have teams that are aligned with your business then you need to do everything in your power to empower the people on those teams and that starts with the interview priors and bias in my experience people tend to make up their minds like candidates fairly early on in the interview process or sometimes even before the interview process begins I so guilty of this I was like the only interviewer that would go out of their way to like read the candidates githubschool I had checked their GitHub before but I didn't dig into the code enough but when I did afterwards I went to their GitHub I went to their website for their homepage that was built in react I you not their portfolio their react site was a single app.jsx file that had a giant HTML document pasted in the single return for that app class component that was the entirety of their website was just a bad HTML file embedded inside of a gigantic react like class component it was insane it was like a, plus line file I've never seen anything like it and I realized oh this candidate put react on their resume so they could get a job not cuz they understand react and immediately won out of for them I also gave them a bunch of useful feedback saying hey you don't actually know react that's fine you're still young and early and this was an interview for like an like a role for an internship but you should go learn these skills go build things with this that better fit it here's the new react docs that just came out you should go through these they're great and they ended up hitting me up afterwards is thanking me a whole bunch and I think I've given them some feedback even since like four plus years later that's another thing that they're not touching on enough here please give your candidates feedback I get that it's so much work and it's scary and has potential legal liabilities and all these things I don't care find a way to do it it builds not just good faith and is not just the right thing to do it can build relationships that last way longer some of my closest friends are people who I interviewed with either I interviewed them or they interviewed me where things ultimately didn't work out and we kept chatting afterwards I don't know if I've shared this before I interviewed at Railway before I started ping and a big part of why I started ping was when I was talking with the founder at Railway who had concluded they wanted me to work there and given me an offer he was very transparent in that he saw me more as a founder and while they wanted that type of energy I was so excited with what I was doing with ping at the time that he thought that might be the better path and recommended that I at the very least consider exploring that option a little more deeply before I commit to working at a job like Railway since then I've been lucky to call Jake a good friend we chat about all of these things all the time I've obviously went from just being a random poster on Twitter to somewhat relevant figure in the space but even though this interview ended up not being a job for me it ended up being a great relationship that we had another one that didn't work out is I was interviewing at retool and I actually didn't get the job just because we had differences in opinion on some things my roommate Mark I recommended he take that opportunity a little more seriously because there were some roles there that I thought fit him well he ended up working there like two weeks later and being a huge part of their whole support engineering department and then moving over to contributing to the front end and the code base as a whole and I stoen into my CTO those things happen because we had a good conversation and experience even if I didn't get an offer I still had a good vibe with the company and I would recommend them to others those things only happen if you have these conversations with people back to this post though because this is triggering some of your favorite rants the shorter interview process formalizes the existence of that informal phenomena yeah the phenomena being that you know ahead of time who you actually want to hire if you make the interview process shorter it becomes even easier to notice that especially at a larger tech company the hiring manager already has a strong prior on a few applicants either the applicant is someone that they or a team member referred or they have a strong portfolio another this is such a realistic post I've tried to talk about these things I have a video on my third Channel where I rant about this a bit more but the fact that like so many people are laid off right now means that everyone has a friend that they've worked on code stuff with okay slight correction every employed engineer has at least one friend that is a good developer they've worked with before that is looking for a job right now every single one of us does I can name like three or four off the top of my head and I don't even do that anymore obviously I have hundreds more for my community but just X co-workers that have been laid off or are in weird places because of the state of the industry I know so many people that if I had a role I would hire instantly and if I help other companies hire which I do a lot I can refer the people who I've worked with more easily this is first off a reason to be really collaborative and involved and nice to work with at your job because if other things happen in the future be it one of the people on your team goes somewhere else or layoffs occur or any of these things happen just by having these relationships with others you're so much more likely to be in the network and in the know about all these opportunities but also when you're trying to hire yourself when you're trying to build up your team hiring on trust is the most important thing I talk about this a lot especially in that third Channel vid hiring is trust based and the more trust you can have with a person the more likely you are to get that role and if I have a candidate that has all of these awesome things on their resume and they slaughtered the interview but all of my trust came from those things I don't have any prior with them or I have a candidate that might not have done quite as well in the interview but I've worked with them before and I know that they can make happen maybe not as fast that other candidate might but I know that this person is capable I'm going to hire them every single time so how good your resume is and how good your portfolio is and how well you do in the interview even now matters a lot less if I know five people looking for a role and all five would be a good fit for the role I'm hiring for so the best opportunities are still the people who have the most experience and knowledge like if I have been working in this industry for years and I'm hiring I like to think my teams are cool to work on I would imagine a lot of others agree I've seen enough people begging to work for me at this point that we had to make a website making fun of it hiring. ping. because we're not hiring I hire when I feel like I have to because somebody's being too useful not because we have an open role that needs to be filled that all said the people who are working on the coolest things and have the coolest opportunities like what I'm building like all the cool teams and companies that we all aspire to work for the people who run those opportunities and make the decisions around those hiring processes those are some of the most connected people in the industry they have so many friends and so much experience and now more than ever those people are looking for new jobs so previously I might have had to go and hire from a pool of candidates I wasn't familiar with because everybody I knew already was happy with their role now that people are less happy and also getting laid off and aren't getting raises anymore and are stuck dealing with a bunch of Maintenance because the three teams around them got laid off great Engineers are looking for jobs more often now great engineers go great Engineers that combination means I can hire people I know and already have trust in the trust debt that existed in the hiring process is kind of solved by the layoffs because now I know so many people who I already trust that I can hire from the risk is way lower as cre Payne just said and the confidence is much higher that risk and the confidence those are the two key things you're balancing in your interview process and if you can hire somebody based on your prior knowledge that they a good candidate that is so much easier and so much higher confidence and so much lower risk than hiring somebody fresh out of college or a boot camp or somebody who has worked on solo projects for 5 years and isn't really involved in the community that's the key here so many candidates expect to just get a job because they have a really cool resume the person who knows more people will always win on top of you especially for the cool opportunities if you want a cool job you have to know cool people you can't get a cool job by hail Maring your resume into a random company the cool jobs come from the cool Technologies and solutions and networks and relationships that you build outside of work and also sight of work but if you don't know cool people working on cool things you're not going to get a cool job working on cool things that's just a fact right now to go back to the article though as they said here uh the applicant being a person that the hiring manager or a team member referred makes them a much higher likelihood to get hired but also they have a strong bias to hire those applicants they already know before the interview process began drawing out the interview process is a thinly veiled attempt to launder this bias with a neutral process they will likely disregard or overrule if it contradicts their personal preference as I was saying earlier I don't actually give out this interview guide very often especially now because the people who I'm hiring I already know they're good I've seen it in so many places somebody like our Superstar engineer jino I knew I could hire Julius because he kind of took over create T3 app and also made create T3 turbo which is the best starting point for modern mono repos and typescript these two projects made it very very clear Julius knew what the he was doing and then he got brought into trpc by Alex because Alex saw what he was doing was like yo you clearly know what you're doing can you help us out with this and now he's become one of the lead contributors to trpc as well so now he brought him in and now he's being paid to work on upload thing but that's because he was in these spaces making useful contributions that were highly visible everything that happened there just kind of made sense and that those are the people who I hire from now in the thought of giving Julius a technical interview sending him a problem like a take-home or like doing a two-hour call where he has to like code through something live with me it just feels dirty I don't need to know that from him he has proven to to me that he can deliver great software no way I could ever question that they can reverse a linked list just in case yeah this is the problem though if a candidate is good enough and I know that ahead of time which I'm in a privileged position to know a lot of great candidates before ever needing to interview them I might never give a technical interview again that's a weird thought but the people who I am hiring have already proven their technical capabilities the idea of giving them seven technical interviews just to make sure that it's a fair process is stupid back to the article this doesn't mean I think this sort of interviewing bias is good or acceptable but I also don't think drawing out the interview process corrects for the bias either if anything extending the interview process makes it more biased because you're selecting for candidates that can take significant time off from their normal schedules to participate in an extended interview panel which are typically candidates from privileged backgrounds yep very much agree there actually one of the things that has pushed me so hard on being like PR Medicare for all it's two things the first thing is that I when I was a 25-year-old running a company should not have been responsible for the health care of multiple people in their families that sucked and figuring out right was a massive risk and I'm thankful I did but I it up a bunch in the process and I could have had like one of our employees who had who was diabetic they might not have been able to get their insulin if I this up that's insane the fact that I as a 25-year-old was responsible for people in their 30s getting the medicine for themselves and their kids is just what the how do we get there the other thing that made me go particularly ballistic on this was realizing I had enough money to chill and like do interviews with other places but getting my health care sorted was a mess because in America we usually get our Healthcare from our employers so if I wanted to do like a 3-we trial at a company to see if it was a good fit and if it wasn't go work somewhere else I would have no health care for that time unless I went to the private market and bought it myself which is basically impossible to do it was so obnoxious I spent weeks trying to figure it out and eventually one of the biggest things driving me towards incorporating my business was so I could give myself health care that's insane the fact that my health insurance is a meaningful driver in how our interview processes work is just unbelievable it's like I'm a big fan of free markets that's not a free market we're tied to our jobs because our Healthcare is tied to them as well that is pathetic and with things like really long interview processes work trials all these things you have to be in a massive position of privilege to not have to worry about things like your healthare and it's it's just insane that's the case so wanted to go on a quick tangent about that but yeah you get the idea interview processes that are really long mean only certain people can do them and if you don't have the ability to take the time off from work you can't do it and if you don't have a job you can't either because you're grinding to like get your life together it's just insanee like if we all had Healthcare external from our jobs if we all had the ability to take some time off from work and go work somewhere else these things would make these processes a little more fair but dragging the interview out for seven interviews does not I'm going to go on one last tangent about this part because it's something I haven't had a chance to yet I mentioned it earlier the one benefit of these long interviews is that as long as you're interviewing with different people every time and also each of those people as somebody who will be on your team you can get a much better idea of the team fit and that's one of the most important things in the interview process especially if you already know that they're technically capable and somebody on the team has worked with them in the past it's so important to figure out how well they fit the rest of the team and if the interview it could even be like four people going to lunch together with the candidate just seeing how you Vibe and chatting with them that I love but you need to know cuz like this person is going to be on your team so if you interview with like one group of people and then work for another that's the worst I hate it I can't believe Facebook still does that it's like the worst thing about the Facebook like engineering culture is that you don't interview with people work with Amazon's really good about this minus internships but for the actual jobs at Amazon you're interviewing with the people you're going to be working with and on the team you're going to be working on doing a more personal process to make sure that the people on the team feel like this person is a good fit not technically not skill not any of that just that we Vibe is really important especially for a loud like myself knowing that I can disagree with people is important something I'll actually look for in my interview process is finding something I disagree on with the candidate and then seeing how we disagree so important so much more so than any ability to write a good react component is how well we can have a back and forth when we don't agree on something what does that look like and if we can figure that out in the interview process that's great entirely separate from how long the interview process is but it's an important detail and I find that the desire to have them talk to everyone on the team is often a driver for these really really long interview processes or something I've also seen is you're talking with one team you interview with three people there they're like this candidate's good but they're not a good fit for us and they send you to another team that does another four interviews with you I've seen this happen so often but you can work around this by structuring your interviews in a more like group or casual setting if you can just sit down with lunch with the candidate and a few other people that are on the team that's a much better Vibe and making sure the Vibes are right is one of the most important parts of the interview process that it can't be measured it can't be put into a process you just have to do it and I find that if we're talking about the length of the interviews and not the vibe then we might be missing one of those really important key points anyways I want to read about Gabriela Gonzalez's background the inspiration for this take is my experience as a hiring manager at my former job we started out with a longer interview process for full-time applicants and a much shorter interview process for interns One Technical and one non-technical the original rationale behind this was that interns were considered lower Stakes hires because they're not going to be there that long it's a much less risky thing to hire for so the interview process for them didn't need to be as rigorous however we found that the interview process for inters was actually selected for exceptional candidates despite what seemed to be a lower standard so we thought why not try this for all of our hirers and not just interns we didn't make the transition all at once we gradually eased into it by slowly shaving off one interview from our interview panel with each new opening till we got it down to one Technical and one non-technical interview in the process of doing so we realized with each simplification that we didn't actually need these extra interviews after all yeah I dig that I dig that a lot this is Gabriel why did you think I wouldn't like this because another Gabriel Gabriella wrote it this is a great article I have a lot of opinions I hope this is useful to those of you who are hiring or who are looking for jobs huge shout out to Gabriella for writing this awesome article I'm really pumped with this one it's nice having somebody solidify these thoughts and wrap in actual experience most of the hiring takes I've seen have been about the candidate and the candidate experience not the perspective of the hiring manager and interweaving them this way one of the better articles I've read this year without question and huge shout out to her for writing it this process sucks the entire interview process largely needs to be rethought and the companies that figure these things out early are going to have a massive Advantage so if you're a hiring manager looking to grow your teams pay close attention to this it's really important feedback and useful information to hire great people and on the other hand if you're a candidate don't feel like you have to comply to these miserable processes if you don't want to work at the type of Place full of Engineers that were happy to go through 7 10 interviews then don't put you can put your foot down in interviews it's okay to intentionally fail an interview if it means you'll end up somewhere that's a better fit let me know what you guys think shout out to Gabriella until next time peace NS

Channel: Theo - t3․gg

Views: 39,555

Keywords: web development, full stack, typescript, javascript, react, programming, programmer, theo, t3 stack, t3, t3.gg, t3dotgg

Id: cLvqAv_u4fs

Length: 31min 1sec (1861 seconds)

Published: Sun Jul 07 2024