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>These folks have passed the same bar the OP has. The notion that any type of consistent "bar" exists for hiring at FAANGs is a myth. These companies are far t
by awsthro00945 5y ago
>These folks have passed the same bar the OP has.
The notion that any type of consistent "bar" exists for hiring at FAANGs is a myth. These companies are far too large to consistently apply hiring standards. Some teams intentionally have different standards, some teams unintentionally (due to the hiring managers or interviewers just not being on the same page) have different standards, even within their specific team. Some teams are so desperate for people that they'll hire anyone with a pulse, while others are so flooded with applicants that they don't hire anyone unless you have 6 PhDs and won a nobel prize.
At my FAANG, it's so well known that the "hiring bar" is bullshit that when someone wants to do a team transfer, we usually require them to go through a full hiring loop again, just like an external hire, because there are some teams/organizations within my company that we do not trust to have upheld a reasonable bar when initially hiring someone.
- Ancalagon 5y agoWow, requiring an interview to move around in the same company just sounds like the epitome of pigeonholing.
- mattm 5y agoAt the size of these companies, it's more like several companies that happen to be under the same roof.
- rejectedandsad 5y agoI’ve never heard of Olympians or similar (ARML or whatever) at Amazon. For what it’s worth, the process is becoming standardized at the L5 Industry hire level at Amazon as it was for most L4 new grads. The hiring bar being different across orgs is going away soon.
- awsthro00945 5y agoMaybe in your org that's true. In my org, we are intentionally heading in the opposite direction. We are intentionally holding different standards, complete with different question banks and different interview tasks (sometimes code challenge, sometimes not) depending on which team you join, even for L5s within the same job family.