Across Engineering and Product alone, Google has roughly 3,000 open positions world-wide. Consider the number of people stuck at team matching right now. For many candidates, "fit" is determined with remarkably little signal composed from interview feedback and a resume. If a call is scheduled, 30 minutes on the clock. It goes fast. HMs are being Uber selective and creating a dynamic where recruiters aim to front load the pool of candidates as much as possible. On-sites are virtual and finding the right "match" for a team is a numbers game, right? I think we could all agree minimal effort is spent by HMs. Chances are, though, with just a little more strategy or time investment into the TM candidate pool, some candidates who would had been passed by would end up successfully matched. Imagine as a token of support for Meta and Twitter engineers, Google HMs dedicated a second look or even 30 extra minutes into TM candidates and as a result just 33% of those open positions were able to close. That would create 1,000 new jobs "immediately" or relatively fast at least in comparison to Google's interview timeline. It's a very valid point. Spending as much as 30 extra minutes with a TM candidate could, if matched, potentially provide one new job for a candidate impacted by layoffs. #layoffs #support
I mean there is just a little bit of irony in Google recruiters sharing open roles with people just laid off knowing full and well the current climate.
lol dude just stop and start writing code for Azure
Hahahaha!
It seems likely Google will have layoffs.
Projection.
More like common sense. Too many Google fanboys thinking otherwise.
How is that a bluff?
With Google's footprint in the big tech world, it really doesn't feel like it's any different of conversation than those around carbon negative and sustainability. Imagine we weren't talking about team matching. Pretend this was food or energy. When HMs casually dismiss TM candidates and stack up TM candidate pools, that's like wasting a precious resource, and takes away from others by tying up jobs. The unshakeable truth is Google's Team Matching practices have a direct impact on opportunities for other people. You would expect recruiting practices that are aware of their role and how it impacts lives indirectly.
You seem to have a lot of thoughts on Google team matching from relatively little info.
+1 to glipglop Wdym by take away from others. Everybody know that HM would want hire asap to not lose the headcount. Go educate yourself
Is there a possibility spending a trivial amount of additional effort on considering a TM candidate might lead to a match? Would that match result in a potential new job for someone recently laid off that might really need it? Why wouldn't you do it? Cost of not doing versus doing ?
That’s not how the world works. Hiring process rarely if ever considered candidates’ personal situation - whether you are currently out of a job or not.
You mean like, if I read the resume and the candidate has no relevant skills, I should read again? Or if the interview feedback is concerning, I should read them again??? Are you imagining HMs just skim through the list and reject candidates without looking at available info? You don't seem to know what you are talking about
We have entire teams around ethical ai because of how someone might feel if theyre noticed but no awareness around "ethical TM" lol
You posted and then you put so many comment yourself. Don't you have something more important to do instead of spreading wrong information
L7 EM TC 1. Hate to pass the Buck here but a lot of the time the problem exists at the recruiting level. In the recent interviews I’ve come across, many of them were incorrectly leveled, or in the wrong job ladder altogether. I’ve passed this feedback along to the recruiter but very seldomly do they budge from their initial assessments. In other words, if they’ve slotted a TPM into a TLM role, it’s going to stay that way throughout the entire candidacy. In the unlikely event that candidate passes muster, fit calls will be atrocious. To make matters worse, HMs only have the ability to conduct fit calls with candidates who have either directly applied or have been suggested for the role by their recruiter. As an HM my hands are often tied, and the pool of candidates that end up at my door are slim.
L6/L7 here and I’m in TM phase with google. This process seems to artificially limit HM and give less authority to them. At Meta and other companies, I had a good deal of control on pipeline, candidates to reach out to and on timeline.
Doest is happen at TM step after all the onsite loops? In other words, is it possible that on-sites level someone incorrectly and HM catches that?
I just know I am stuck as L4 SWE in team matching since June. Had one call, but the manager picked an internal candidate. If anyone knows someone that is hiring, please reply to the chat. I am really getting tired of this team matching and my recruiter is not helping much (or her hands are tied as well).
Can you please share your interview ratings?
Are you HC approved?
It’s called team match hell for a reason. Clueless HMs.
Wouldn't it even be a more inclusive gesture if EMs shared the new TM candidates with another team member or colleague who could share a go/no-go with HM? This is a great way to leverage diverse perspectives and potentially catch the perfect match that otherwise might had been missed.
We actively share TM candidates between HMs if we see a better fit. Otherwise we are very interested in filling open positions and trust me, the pipeline majority of us open is big enough to see a diverse set of candidates no matter which stage of the interview process they are in.