Re:A note to Google recruiters (and on Google hiring practices)
by jbooth on Monday July 25, 2011 @10:26AM
(#2802725)
It sounds like your process optimizes for bright 22yo kids straight out of the institutional lifestyle of school. SAT prep -> college -> Google.
Any other company, I can talk to them about what they actually need, what challenges the business is facing, what I would bring to the table, etc, basically a human conversation about the day-to-day and the big picture at that company.
It sounds like an interview with Google would go like BLEEP YOU HAVE SCORED 4.789/5 BLEEP SCORE SUFFICIENT BLEEP PROCEED TO ALLOCATION.
I mean, not to put too fine a point on it but fuck that noise. There are plenty of kids with a higher GPA than I had, graduating from top schools, and they're much more cool with being herded through a system like sheep. They're your ideal candidates. They also don't have much/any real-world experience, so you're relying on your senior engineers for anything that requires spider-sense. You're not importing any, anymore, because most good/solid 30+yo engineers want to know what they're working on before seriously considering an offer.
Not that I have a better idea for recruiting for companies with >1k engineers, I doubt IBM's process is much better. ("I can be a senior solutions architect? Cool!").
Any other company, I can talk to them about what they actually need, what challenges the business is facing, what I would bring to the table, etc, basically a human conversation about the day-to-day and the big picture at that company.
It sounds like an interview with Google would go like BLEEP YOU HAVE SCORED 4.789/5 BLEEP SCORE SUFFICIENT BLEEP PROCEED TO ALLOCATION.
I mean, not to put too fine a point on it but fuck that noise. There are plenty of kids with a higher GPA than I had, graduating from top schools, and they're much more cool with being herded through a system like sheep. They're your ideal candidates. They also don't have much/any real-world experience, so you're relying on your senior engineers for anything that requires spider-sense. You're not importing any, anymore, because most good/solid 30+yo engineers want to know what they're working on before seriously considering an offer.
Not that I have a better idea for recruiting for companies with >1k engineers, I doubt IBM's process is much better. ("I can be a senior solutions architect? Cool!").