Google's interviewing process is incongruously uneven compared to the rest of the company, which is top-notch. I recommend giving it another thought. (Disclaimer: ex-Googler.)
Google can't offer me anything I want anymore. They could have when I was less experienced, but I have enough in my toolbox that ending up stuck in a Google ecosystem for years and losing my edge would be a net negative.
(I guess there's always the wheelbarrow of money, but they don't really even do that anymore, at least here in Boston.)
There are plenty of other great big tech companies that don’t have as terrible of an interview process and comparable pay.
I don’t know if I’ll ever try applying to Google again, especially after landing at one of their largest competitors & the company investing heavily in the area I am working in.
Why is that I have worked for a big multi national tech company and unless you had passed a 3 day course you where not allowed to interview candidates.
I would have thought that googles Hr would have a better proccess
My theory: Google started by hiring only new grads from Stanford and then a few other top schools.
1. They're only interested in new grads, so experienced people are treated funny; they're outliers.
2. They're only interested in top schools, which act as a pre-filter. Anyone interviewed is probably a good hire anyway, so it doesn't matter whether your process is goofy.
3. We are talking Google. Anyone under the age of 30 is slobbering all over themselves to work for them.
Keep this up for a few generations and their hiring process is permanently wacky.
Yeah, that ride is over. Google's rep is fucked with a lot of top schools anymore. Don't get me wrong; it's still a good company to work for, but getting a job at Google in 2017 is like getting a job at Microsoft in 2007. And the recruiting process is so stupid that the best candidates don't bother.
I'm curious how you reconcile these two facts, given that the rest of the company presumably joined via the interviewing process. Does this uneven process produce consistent results or do you simply weed out the less-than-top-notch hires quickly after hiring them?
