If she really was "a great fit for Google" then she'd have realized the obvious fact that her naive attempt to fulfill an NRLB regulatory requirement would be something that should be checked with Google's legal department so a lawyer specialized in labor regulation can confirm that doing what she planned would actually meet the regulatory requirement as well as confirm this requirement wasn't already met in another way.

For example, did her design record sufficient analytics for regulatory compliance reporting? If a regulated company can't verify they did it correctly, it didn't happen. Did it distinguish between contractors, part-time and full-time employees? How did it handle employees outside the U.S.? By IP address or did it look up their country of residence in HR records? What about interns? Did it count these different populations correctly or was it at risk of over-reporting and getting the company fined? Did her design meet the requirements for Spanish-speaking ESL employees based in the U.S. Did her design read-out the text for blind and vision-impaired employees or did it initiate notification via an alternate channel?

In my opinion, she's being extremely disingenuous with her claims.