How Google Hires Employees
Google is looking for thier next Noogler - someone who’s good for the role, good for Google and good at lots of things.
Things move quickly around Google. At Internet speed. That means they have to be nimble, both in how they work and how they hire. Google looks for people who are great at lots of things, love big challenges and welcome big changes. Google can’t have too many specialists in just one particular area. They’re looking for people who are good for Google—and not just for right now, but for the long term.
This is the core of how Google hires. Their process is pretty basic; the path to getting hired usually involves a first conversation with a recruiter, a phone interview and an onsite interview at one of thier offices. But there are a few things they’ve baked in along the way that make getting hired at Google a little different.
How Google interviews Google is looking for smart, team-oriented people who can get things done. When you interview at Google, you’ll likely interview with four or five Googlers. They’re looking for four things:
Leadership We’ll want to know how you’ve flexed different muscles in different situations in order to mobilize a team. This might be by asserting a leadership role at work or with an organization, or by helping a team succeed when you weren’t officially appointed as the leader.
Role-Related Knowledge We’re looking for people who have a variety of strengths and passions, not just isolated skill sets. We also want to make sure that you have the experience and the background that will set you up for success in your role. For engineering candidates in particular, we’ll be looking to check out your coding skills and technical areas of expertise.
How You Think We’re less concerned about grades and transcripts and more interested in how you think. We’re likely to ask you some role-related questions that provide insight into how you solve problems. Show us how you would tackle the problem presented--don’t get hung up on nailing the “right” answer.
Googleyness We want to get a feel for what makes you, well, you. We also want to make sure this is a place you’ll thrive, so we’ll be looking for signs around your comfort with ambiguity, your bias to action and your collaborative nature.
How Google decides There are also a few other things we do to make sure we’re always hiring the right candidate for the right role and for Google.
Google collects feedback from multiple Googlers At Google, you work on tons of projects with different groups of Googlers, across many teams and time zones. To give you a sense of what working at Google is really like, some of your interviewers could be potential teammates, but some interviewers will be with other teams. This helps Google see how you might collaborate and fit in at Google overall.
Independent committees of Googlers help us ensure Google is hiring for the long term An independent committee of Googlers review feedback from all of the interviewers. This committee is responsible for ensuring their hiring process is fair and that they’re holding true to their “good for Google” standards as they grow.
Google believes that if you hire great people and involve them intensively in the hiring process, you’ll get more great people. Over the past couple of years, they’ve spent a lot of time making their hiring process as efficient as possible - reducing time-to-hire and increasing our communications to candidates. While involving Googlers in their process does take longer, they believe it’s worth it. Their early Googlers identified these principles more than ten years ago, and it’s what allows them to hold true to who they are as they grow.
These core principles are true across Google, but when it comes to specifics, there are some pieces of their process that look a little different across teams. Their recruiters can help you navigate through these as the time comes.
At Google, they don’t just accept difference - we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer.
(http://www.google.com/intl/en/about/jobs/lifeatgoogle/hiringprocess/)
Google is looking for thier next Noogler - someone who’s good for the role, good for Google and good at lots of things.
Things move quickly around Google. At Internet speed. That means they have to be nimble, both in how they work and how they hire. Google looks for people who are great at lots of things, love big challenges and welcome big changes. Google can’t have too many specialists in just one particular area. They’re looking for people who are good for Google—and not just for right now, but for the long term.
This is the core of how Google hires. Their process is pretty basic; the path to getting hired usually involves a first conversation with a recruiter, a phone interview and an onsite interview at one of thier offices. But there are a few things they’ve baked in along the way that make getting hired at Google a little different.
How Google interviews Google is looking for smart, team-oriented people who can get things done. When you interview at Google, you’ll likely interview with four or five Googlers. They’re looking for four things:
Leadership We’ll want to know how you’ve flexed different muscles in different situations in order to mobilize a team. This might be by asserting a leadership role at work or with an organization, or by helping a team succeed when you weren’t officially appointed as the leader.
Role-Related Knowledge We’re looking for people who have a variety of strengths and passions, not just isolated skill sets. We also want to make sure that you have the experience and the background that will set you up for success in your role. For engineering candidates in particular, we’ll be looking to check out your coding skills and technical areas of expertise.
How You Think We’re less concerned about grades and transcripts and more interested in how you think. We’re likely to ask you some role-related questions that provide insight into how you solve problems. Show us how you would tackle the problem presented--don’t get hung up on nailing the “right” answer.
Googleyness We want to get a feel for what makes you, well, you. We also want to make sure this is a place you’ll thrive, so we’ll be looking for signs around your comfort with ambiguity, your bias to action and your collaborative nature.
How Google decides There are also a few other things we do to make sure we’re always hiring the right candidate for the right role and for Google.
Google collects feedback from multiple Googlers At Google, you work on tons of projects with different groups of Googlers, across many teams and time zones. To give you a sense of what working at Google is really like, some of your interviewers could be potential teammates, but some interviewers will be with other teams. This helps Google see how you might collaborate and fit in at Google overall.
Independent committees of Googlers help us ensure Google is hiring for the long term An independent committee of Googlers review feedback from all of the interviewers. This committee is responsible for ensuring their hiring process is fair and that they’re holding true to their “good for Google” standards as they grow.
Google believes that if you hire great people and involve them intensively in the hiring process, you’ll get more great people. Over the past couple of years, they’ve spent a lot of time making their hiring process as efficient as possible - reducing time-to-hire and increasing our communications to candidates. While involving Googlers in their process does take longer, they believe it’s worth it. Their early Googlers identified these principles more than ten years ago, and it’s what allows them to hold true to who they are as they grow.
These core principles are true across Google, but when it comes to specifics, there are some pieces of their process that look a little different across teams. Their recruiters can help you navigate through these as the time comes.
At Google, they don’t just accept difference - we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer.
(http://www.google.com/intl/en/about/jobs/lifeatgoogle/hiringprocess/)