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I've had Google recruiters reach out to me multiple times over the years and I've never taken them up on an interview. This last time, I told the recruiter I j
by daenz 8y ago
I've had Google recruiters reach out to me multiple times over the years and I've never taken them up on an interview. This last time, I told the recruiter I just wasn't interested in going through the process, and his response was a shocked "but why??" Is it so shocking that I don't want to subject myself to grueling demoralizing interviews to likely be rejected? I can get good work, with people I know, making good money, without going through any of that. I'm not interested in the Google Hazing.
- lowercased 8y agoI had a google recruiter reach out a couple years back, and I asked for just some ballpark idea of salary range. No dice - they wouldn't discuss even a ballpark range until I'd flown and and given up a couple of days or my time for travel and interviews. I didn't followup.
- oculusthrift 8y agoyou can google the salary range, its not too hard. protip: its pretty low unless you have competing offers then it can be a little larger than your largest competing.
- dyu 8y agoIf you are in California, the employer is now required by law to disclose salary range.
- tarr11 8y agoWhat law is this? I’ve only heard about the law that says employers are no longer allowed to ask candidates about salary history in California.
- vincentmarle 8y agoSame law.
- bgirard 8y agoGreat. So if you have ~6 years experience they will quote you a range of 150k-220k for say L4-L6 when your TC (base+bonus+rsu) might be anywhere between 200K-575K[1]. That doesn't sound like a particularly useful answer. [1] https://www.teamblind.com/article/google-engineer---total-compensation-in-us---ultimate-post-jYcrij5X https://www.teamblind.com/article/google-engineer---total-co...
- joshuamorton 8y agoYou'll almost always be quoted for a single, perhaps 2 levels. No one is going to be considered for both an L6 and L4 role.
- bgirard 8y agoBefore an onsite? That's a reasonable range.
- chaosite 8y agoAt Google? L5 is a reasonable terminal level there, as in you can have a successful career and never go beyond L5, and no one will bat an eye. L6 is a senior position, and not just in terms of title.
- vkou 8y agoL4 is now a reasonable terminal level as well, if you, for whatever reason don't want to, or can't push to L5.
- joshuamorton 8y agoYes, before an on-site. Your interviewers and and the type of questions asked depend on your potential level. The expectations and responsibilities of an L4 and L6 differ so strongly that I'd be interested in a hypothetical candidate which could be both.
- philsnow 8y ago
- yitchelle 8y agoAlternatively, and to show that you know your own market value, you respond back with your salary expectation.
- lowercased 8y agoalternatively, to show that they're not wasting my time, they could just answer the question.
- Torwald 8y ago> Is it so shocking that I don't want to subject myself to grueling demoralizing interviews to likely be rejected? Yes, it is. And this is a problem bigger than Google, this is simply one of the things that are going wrong on this planet. It is however one of the problems that are _relatively_ easier to fix.
- daenz 8y agoI'm not sure I follow. It's shocking because I should want go through a Google interview even though I have many other more interesting and just-as-lucrative options available to me? I'm not a stranger to taking risks and doing extremely difficult things, but Google has demonstrated to me, anecdotally through other talented and gifted interview candidates who failed, a high degree of randomness and subjectivity that is not proportionate to the difficulty of their interview process.
- RichardCA 8y agoI was just reading a thread on Linkedin by a recruiter who lined up 30 candidates based on the client's requirements, only to have the client reject all 30 of them. This problem is rampant and I don't think anyone has a handle on it. A few observations: - Modern society is so captured by social media, it's easy to make shallow connections but when it comes time to make the deeper connection, an actual hiring decision, hiring managers simply balk, and Loss Aversion Bias takes over. - Being able to apply via the Internet creates too big a pipeline and shifts burden to the companies, which don't have the resources to handle the screening workload in a way that shows any consideration for the candidate. - The shifting nature of technology makes the recruiting business hard. How is the average newcomer to recruiting supposed to be savvy enough to suss out the 12 different ways someone can be a "Docker Expert?" It's just absurd. - Everyone hates the status quo. Job candidates, hiring managers, people who work in the staffing industry all hate the status quo and wish for a better way to guide talent toward the places where it is needed. I don't see any way in which this is easy to fix.