I'm currently in the process of scheduling onsite for Engineering Manager. Position is to manage other managers with a total org of about 30 people, and plans to grow. I've got 20+ years overall experience, with close to 13 as a manager in some capacity and several years with an org of 20-30 people.
The recruiter walked through the on-site process and compensation structure (we didn't discuss numbers) and mentioned bonus target of 20%. Based on Blind that seems to map to L6, which, if the ultimate compensation post can be believed means my current TC is already in the upper 25% of the band.
So, my question is to ask what the odds are of coming in at L7, which would probably be required for me to get to my target TC. Given past experience and expected job role, is doing well on the interview enough, or is it only possible if I absolutely crush the interview and some stars also align. It's a bit of a squishy question, so rampant speculation is also welcome.
- Google kEJs10Unless you are managing managers you are unlikely to pass the bar at L7. Even if you get through interviews positively you can still be downleveled. I'd worry less about level but be very transparent with your recruiter about comp expectations.
- Ok thanks. Re-reading my initial post I realize I omitted that I have a few years of experience managing managers. The role I'm applying for is to manage both ICs and multiple managers. The hiring manager (Director) was clear on that topic.
Appreciate your reply. The recruiter mentioned comp talk wouldn't happen until HC, but the consensus here is to double check with the recruiter. That was my gut instinct as well, but I wasn't sure if that'd be considered premature.Aug 8 1
- Yes, that was basically my initial screen. It was a bit of a 50/50 conversation with manager asking me some things,. describing the role, and letting me ask some questions as well.
So far my process has been atypical. I'm applying at FB as well and they had me come to the office to meet the hiring manager and do a leadership screen with another manager. I was surprised that wasn't done over the phone, TBH.
- Deloitte / Consultant Hampster23moreBased on experience of someone very close to me who just went through Eng interviews at google, leveling is primarily driven based on how you do during the interview process. That’s what the hiring committee makes their decision based on and apparently it’s very hard to change their decision after the fact.
- Google / Eng batmobileYou should be upfront about this and tell your recruiter you want L7. Different levels have different criteria and possibly rounds, so if you end up going through a L6 loop but want L7, you might have to do additional rounds which is just annoying and painful.
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- Thanks for the info. I was previously a VP for several years at a startup that was acquired by a large (market cap > $100 Billion) company. Semi-related, going through technical due diligence and having a to explain, justify, and defend your architecture to a roomful of people is a great way to prep for a system design interview. Especially when failing means 40 people are probably out of work.
Regarding the coding, I'm not expecting it to be that intense. The recruiter has assured me a couple times that they understand folks at my level aren't coding regularly. That said, I'm taking it seriously and brushing the rust off.
All that said, I'll double check with the recruiter. Thanks you.
The post I replied to was deleted, so I have to edit this instead of replying. Just wanted to add an update for posterity, just in case others stumble across this thread. I just got the interview schedule, and there's no coding. It's 2x System Design and 3x Management (people management, technical leadership, and org strategy).