I’d really love to know what the performance metrics are for recruiters at FANG(especially google). It is just about how many people who aren’t terrible who they can squeeze past the interviews to the HC, or are they evaluated based on their percentage of hires? I ask this because what motivates a recruiter to give you verbal, honest feedback vs just trying to keep you interested enough to attempt the next round of interviews? I hear so many conflicting stories recruiter behaviour. Frankly I would rather honest feedback and honest expectation setting, it would motivate me to do better or calibrate what I focus on. My experience with Google so far, I’m awaiting HC result this Friday. I received good and sometimes great feedback on all stages except the CGA, I was told my think was a bit lateral(aka I didn’t quite address what they wanted me to). Once I completed all rounds, the recruiter said “they needed more data” and asked me to retake the GCA. I spent two weeks learning how to pass McKinsey and Bain interviewer-led consulting case studies. Did the GCA and actually loved it the second time around, I loved using the structured, analytical problem-solving approach I’d learnt to solve a business challenge. The recruiter seemed satisfied that they had the a “strong packet” to put in front of the HC via an accelerated process I get the result this Friday. Based off of matched team and recruiter signals, it seems I’ve got a strong shot at this... but then I read here about how recruiters were all smiles and positivity until a “no hire” decision. So I’m on pins and needles for the next three days ha!
You can never trust a recruiter. Remember, they don’t get paid by you.
You can’t even trust people you pay. Ever hire someone to clean your house, and things walked off, or hire a landscaper who totally missed the mark on executing your ideas?
Again, see the format of my question. It's not about trust, it's about understanding incentives. Is a recruiter rewarded for simply sending as many people as possible to the HC? Or do they also get measured on the quality of those candidates? I 'trust' completely that the recruiter is only cares about performing their job well, and that their main concern is meeting their performance objectives, not "being nice" to me. I'm curious about how recruiter performance metrics work, and what their relationship is to the HC? From my understanding, it is adversarial by design, but also, I'm sure the HC doesn't like having their time wasted.
I got rejected from G and they said it was really close. I never heard back since then so I assume it wasn’t that close. I’ve heard of people here on Blind getting calls back a year after the rejection, to come interview again. To be fair I’m not the book smart type to do well at runtime with a whiteboard and a difficult, useless programming question.
My recruiter said my packet was really strong and she believed I would make it past HC and I did. My friend's recruiter said his packet was weak and she was unsure that he would make it through and he didn't. Maybe your recruiter is lying to you but in my experience they were pretty honest. Sounds like you interviewed in a way that is different than most candidates. Not necessarily bad just different. Google doesn't optimize for the infrequent cases so they need a little more data before they can make a decision.
Thanks for this! They told me it was two issues, the first interviewer didn’t capture enough data and I was a bit “lateral”, so they scheduled me with a very experienced interviewer and because I studied I could tell I was hitting the right aspects of the question. I think it’s easy to be suspicious of the giant machine that is Google, but I genuinely felt during the entire process that the recruiter has been honest. The very specific GCP team hiring manager seems quite interested, even messaging me personally and being an interviewer for two of my rounds.
Same boat here, going for a PM role. Recruiter has been really communicative throughout and mentioned that my packet was “strong,” asking for some background info before the HC meeting (transcripts, job history with dates, etc.) that I understand isn’t necessarily required until the offer review stage. Hoping for the best but prepared for anything
They asked the exact same for me, the stuff to put together a compensation package (job history, payslips, current bonus structure)
Good to know! I think recruiters are evaluated in part on the proportion of candidates they actually get offers to (# that pass HC/# that go to HC), as well as the proportion of candidates with job offers who actually join the company, so I don’t think they have an incentive to be misleading at this point. Fingers crossed! I hope to hear back on Mon
I’m trying to keep myself from calling the recruiter right now lol, as I was hold I’d hear a decision by today
UPDATE: TK has just this week made good on his promise to scrap the traditional Google hiring approach for customer and presales engineers, effectively lowering the bar to entry to rapidly ramp up the enterprise sales force. So, my candidate packet which was supposed to have gone to HC today is now in limbo. I’m a little peeved since I did all the endless interviews and had a strong packet for the infamously high-bar HC. On the other hand I’m relieved as this is of course better than a HC rejection. I barely slept last night lol, now for another bit to wait...patience!
Good attitude—I can relate to all of those feelings, haha. If they’re lowering the general hiring bar it looks like your chances have only improved at least. You’re just forced to wait while they standardize their new process
OP, what was the HC outcome ?
I just posted below
UPDATE: I got the offer, signed it, and I start in a couple weeks. Turns out the recruiter and hiring manager both very much wanted me to get the job. And this recruiter is notorious for their high candidate pass rate. Since you’re all going to ask TC, it’s 214k a year plus 10% 401k plus 30% bonus. Also, 100k worth of stock which vests in tranches over four years. I don’t live in the US, I live in a country with low cost of living, socialised healthcare and where employer-paid 401k is mandatory at 10% of base salary, as is 4 weeks a year of paid vacation. So yeah, I’m pretty damn happy with my TC, and I can’t wait to start, the team is awesome. They’ve organised a bunch of training and tech enablement around my start date.
Congrats!!! Welcome to Google!
Thanks! So excited!
I am pretty much on same boat and have my second GCA coming very soon. Can you please help me know how did you prepared for it after your first GCA? Please help as I am clueless where to start. Thank you in advance!!
Are you new to all this? Everyone smiles and then backstabs you via no hire/no bonus/no promo Smile and politeness don’t mean anything in the western world
It’s my second FANG experience, after the awful one that was AMZN. Thanks, I guess I should keep things in perspective then.
This is why I asked about what incentivises recruiters, and it’s a much better indicator of behaviour than appealing to human nature.