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Interview Insider: How to Get Hired at Google
Yes, you need skills to get a job with this tech leader, but you also need "Googleyness."
Google is so ingrained into culture at this point that it's used as a noun and a verb. It's also one of the most coveted employers in the U.S. Employees receive catered meals, free transportation to work (to the headquarters in Mountain View, California), massages and fitness classes, free legal advice, and tuition reimbursement, and Google offers some of the most generous paid leave for new parents — giving new moms 18 weeks and dads six weeks — plus on-site child care when parents return to work. Google also looks for its talent early through its student ambassador program for those passionate in technology.
Kyle Ewing, director of global staffing programs, explains what it takes to be a Googler.
What qualities do you look for in every candidate?
There are four things that we look for in every hire. The first is general cognitive ability, or the aptitude to solve big problems. The second is leadership. The third is role-related knowledge or experience in their field. And the last is what we call "Googleyness."
There are four things that we look for in every hire. The first is general cognitive ability, or the aptitude to solve big problems. The second is leadership. The third is role-related knowledge or experience in their field. And the last is what we call "Googleyness."
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What is Googleyness?Googleyness isn't something you can learn at school. These are the people who are comfortable with chaos, who are self-motivated, and who do the right thing even when no one is looking. They're also people who — at the end of the day or right smack in the middle of it — want to have fun. As a growing company, we're constantly changing, and rolling with that change is a part of every job description. Not literally — but maybe it should be.
What do you expect candidates to know about Google before an interview?
Of course the simple answer is to search for it on Google. Seriously, though, it does stand to reason that when you're interviewing you should know about our products, our leaders, and our values as a company — and a lot of that can be found on the web. We also have a few resources of our own that we use to share about life at Google. There's a Life@Google blog, Twitter, and Google+ page that candidates should definitely check out.
Of course the simple answer is to search for it on Google. Seriously, though, it does stand to reason that when you're interviewing you should know about our products, our leaders, and our values as a company — and a lot of that can be found on the web. We also have a few resources of our own that we use to share about life at Google. There's a Life@Google blog, Twitter, and Google+ page that candidates should definitely check out.
How do you recruit most candidates?
Employee referrals are definitely our best source of hiring, but we have a number of different initiatives that are meant specifically to help recruit amazing women, especially in the technical community.
Employee referrals are definitely our best source of hiring, but we have a number of different initiatives that are meant specifically to help recruit amazing women, especially in the technical community.
Are internships open to everybody?
Google offers internships to enrolled students year-round across all business areas, such as marketing, engineering, and product management. Applications are accepted online only where we offer tips and tricks for effective résumés and cover letters. Intern candidates will go through a series of interviews, virtually through Google Hangouts and sometimes in person. Hired interns are paid and have the opportunity to do cool things that matter, and work on products and projects that serve hundreds of millions of people around the world.
Google offers internships to enrolled students year-round across all business areas, such as marketing, engineering, and product management. Applications are accepted online only where we offer tips and tricks for effective résumés and cover letters. Intern candidates will go through a series of interviews, virtually through Google Hangouts and sometimes in person. Hired interns are paid and have the opportunity to do cool things that matter, and work on products and projects that serve hundreds of millions of people around the world.
Do you attend trade shows, job fairs, or other public events where candidates might have a chance to network with you?
In addition to attending career fairs and hosting various events at universities across the country, we attend and sponsor dozens of industry and research conferences all over the U.S. and beyond. This past October, we sent hundreds of Googlers to the Grace Hopper Celebration of Women in Computing conference in Phoenix, where we met thousands of women in technology and discussed career opportunities at Google. We even brought one of our driverless cars to the booth.
In addition to attending career fairs and hosting various events at universities across the country, we attend and sponsor dozens of industry and research conferences all over the U.S. and beyond. This past October, we sent hundreds of Googlers to the Grace Hopper Celebration of Women in Computing conference in Phoenix, where we met thousands of women in technology and discussed career opportunities at Google. We even brought one of our driverless cars to the booth.
How many U.S. offices are there?
We have 53,000 employees worldwide. In the U.S., we have 20 main campuses, but roughly a third of all Googlers work out of our headquarters in Mountain View, California. When candidates pass through their first round of interviews over phone or Google Hangout, they're most often flown into the office where they'd eventually work to meet the team.
We have 53,000 employees worldwide. In the U.S., we have 20 main campuses, but roughly a third of all Googlers work out of our headquarters in Mountain View, California. When candidates pass through their first round of interviews over phone or Google Hangout, they're most often flown into the office where they'd eventually work to meet the team.
What types of jobs are available for recent graduates or candidates new to the industry?
We're hiring across the board, with the biggest focus on technical and sales roles. Of course, we're looking to identify the most distinctive candidates we come across, which can show itself in a number of ways on paper or in an interview. These are the folks who can join the company at a running start, and even if they join at an entry-level position, there's no limit to their possibilities within Google. You never know where you might end up.
We're hiring across the board, with the biggest focus on technical and sales roles. Of course, we're looking to identify the most distinctive candidates we come across, which can show itself in a number of ways on paper or in an interview. These are the folks who can join the company at a running start, and even if they join at an entry-level position, there's no limit to their possibilities within Google. You never know where you might end up.
Do most positions require a specific degree?
While we're looking for signs that the work you've done is directly relevant to the role you're being hired for, don't get too discouraged if you've worked at a number of jobs that don't seem connected. We're looking for smart, talented generalists who we think can be successful in a number of roles at Google.
While we're looking for signs that the work you've done is directly relevant to the role you're being hired for, don't get too discouraged if you've worked at a number of jobs that don't seem connected. We're looking for smart, talented generalists who we think can be successful in a number of roles at Google.
What types of questions do you typically ask in an interview?
One of the things that's core to our culture is learning from failure. We have an incredibly fast pace and operate with a launch-and-iterate mantra, meaning that we're always learning as we go. So I like candidates to tell me about a time when they failed. It forces people to get specific — not punt to the interview lure of, "My greatest weakness is that I'm a perfectionist." Seeing what people learn from times they failed, and if they can approach failure with conscientiousness and humility, is a great indicator of someone who will thrive at Google.
One of the things that's core to our culture is learning from failure. We have an incredibly fast pace and operate with a launch-and-iterate mantra, meaning that we're always learning as we go. So I like candidates to tell me about a time when they failed. It forces people to get specific — not punt to the interview lure of, "My greatest weakness is that I'm a perfectionist." Seeing what people learn from times they failed, and if they can approach failure with conscientiousness and humility, is a great indicator of someone who will thrive at Google.
What questions should candidates always ask in an interview?
There's no magic question here — I swear — but if I were in their seat, I'd try to see the end game. Get a sense for the long-term learning potential of this company. Can you see yourself growing here for years to come? It's not just about this particular role right in front of you. Some questions to get at that are, "What are three things I'd learn in this role in the first year?" "What keeps you challenged here?" "What is special about the culture here that keeps you here?" "What's the last time you really saw your company culture shine?"
There's no magic question here — I swear — but if I were in their seat, I'd try to see the end game. Get a sense for the long-term learning potential of this company. Can you see yourself growing here for years to come? It's not just about this particular role right in front of you. Some questions to get at that are, "What are three things I'd learn in this role in the first year?" "What keeps you challenged here?" "What is special about the culture here that keeps you here?" "What's the last time you really saw your company culture shine?"
What's a mistake people make in interviews all the time and don't know it?
Own what you don't know, and pivot to what you do. It's on you as the candidate to draw parallels and connections to experience you've had, even if it's not exactly the so-called right answer. Get asked a question — show us how you thought through a problem strategically and creatively. Whether your background was in teaching, coding, or working the sales floor, show us your problem-solving chops.
Own what you don't know, and pivot to what you do. It's on you as the candidate to draw parallels and connections to experience you've had, even if it's not exactly the so-called right answer. Get asked a question — show us how you thought through a problem strategically and creatively. Whether your background was in teaching, coding, or working the sales floor, show us your problem-solving chops.
Do you Google your candidates to see how they represent themselves?
Looking online for candidates' most recent selfie or status updates isn't our forte. We care more about what you have to say in your interview. But it never hurts to be responsible, professional, and maintain a positive online presence, especially when looking for a job.
Looking online for candidates' most recent selfie or status updates isn't our forte. We care more about what you have to say in your interview. But it never hurts to be responsible, professional, and maintain a positive online presence, especially when looking for a job.
Does dress code matter for an interview?
You don't need to wear a suit to be taken seriously. While we have no formal dress code, you should look presentable for your interview. Business casual is always a safe bet.
You don't need to wear a suit to be taken seriously. While we have no formal dress code, you should look presentable for your interview. Business casual is always a safe bet.
Do thank-you cards or emails matter to you?
It's always a nice gesture to thank your interviewer or recruiter for their time. Personally, I really appreciate when a candidate takes the time to write a thoughtful note. But it's not a requirement and definitely not a deal breaker.
It's always a nice gesture to thank your interviewer or recruiter for their time. Personally, I really appreciate when a candidate takes the time to write a thoughtful note. But it's not a requirement and definitely not a deal breaker.
