I believe Google utterly fails to evaluate behavior in its interview process and makes decisions almost exclusively on hard technical skills. Two data points (which I know amount to anecdote so feel free to provide other examples): 1. I PIPed a guy who was utterly unable to collaborate with others. At Amazon I would call it earns trust / disagree & commit, but in reality he just didn't believe it was necessary for him to let others know what he was doing, get them to agree to his approach, or coordinate joint work in advance. He was constantly getting to a point where he needed something from others and just escalating / demanding that they drop what they were doing to do what he needed and threatening that not doing it his way would put delivery at risk. Not acceptable at all. 2. I down leveled an SDE applicant from L6 to L5 because of serious red flags around ownership and customer trust, they described multiple cases where they "fixed" issues and just inflicted a clearly breaking change on clients with no warning, and thought that was ok because the fine print in the requirements said that's how things should work. In fact they used the examples to show how impactful their work was and were actually proud of the surprise damage to customers this caused. The candidate was very strong in other ways and we came to a hesitant decision to extend SDE2 with the idea of coaching on this issue, but even that was a split decision on the loop. Guy #1 got fired and then got a job at Google, still there a year or two later, guy #2 had a competing senior SDE offer at Google which he tried to get us to match but given he barely passed the SDE2 loop we weren't even willing to go to top of SDE2 band let alone sde3 band. So no. What's up Google? Seems your standards are low.
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Do people underestimate E6 role at meta?
Well it seems your interviews look for practical skills while Google only leetcodes, so its pretty obvious how theyd miss those things
Or maybe OP is just a bad manager and people are scared of him/her
Lol you are probably a terrible bitter incompetent manager Why do you even care? Also strong skills making assumptions based on 2 people sample.
Triggered
he provided some objective facts and you just attacked his personality for no reason. so heâs actually right, google does hire complete fuckfaces like you
The exact reason to avoid working with people who were successful (from bezos point view) at Amazon. Next time OP will say we should kill these incompetent people from society so they cannot consume precious oxygen.
Uhh, no
Yeah, of all the big tech companies the one I have no interest in working for is Amazon. Seems like a pretty awful place by a lot of metrics. But I hear they feed you bananas. So they've got that going for them, which is nice.
shouldn't you feel happy to see incompetent people ending up at a rival company?
It's really just a curiosity
My org hired 4 L6s in the last couple of months three of them from AWS and another from Azure all having more than 12 years of experience. They seem to have lead teams at aws lambda, ebs, dynamodb and active directory. Not sure how incompetent people could have led such successful teams.
Google is where the geniuses work đ
If you worked with some of the google alumni that I have worked with, you would quickly retract that comment.
Maybe thatâs why they are alumni
Manager is there to support people, not to screw them. OMG how come anyone would be willing to work at amz with such a shitty perks and stressful environment?
Maybe âsupportâ is an FB-ism.
Your story is probably true, but I somehow feel it has a lot to do with your or Amazonâs management style and philosophy. I say that because I didnât have a good experience when an Amazon manager interviewed me, at that time all I could think was how he could get the manager job. Lol. I did get the offer, but decided not to. Itâs just one sample though.
Few months back we had a team member who joined one of the FAANG companies. His performance at eBay was almost unbearable and we somehow managed to let him go. And believe me, Ebay has pretty low bar in terms of managing people out. We gave him enough time to land another job. He ended up at one of FANG. Good luck to the team he joined. Of course I know it was all leetcode.
Right, but it's not like your interview process rejected this guy
Yes. I assume Ebay bar is quite low compared to FANG. And he performed terrible at eBay
Just wondering - Howâs the morale on your team and how much time do you give to new people to adjust to a new environment?
High. I can't speak to all of Amazon but my team has low attrition and good results in tech survey. I think in part because we have done a good job making sure it's a team of highly capable people who are good at collaborating, and I think people value that. If this wasn't blind I'd post proof of that, but obviously I'm not going to decloak so you can feel free to disbelieve me. I give new people a couple months to adjust, by starting them out with easy bug fixes and increasing the design difficulty of their projects over a couple of months, obviously level dependent in terms of amount of difficulty.