Well structured interview. Lot of behavioral and hypothetical questions. Interviewing after 13 years with Google I can see the change - no more of the '#golfballs in a bus' type questions. Speak to multiple people - look like they all split the questions between them. Nothing very specific to a particular role.
I got the feeling that they are just trying to grab resources from the market and take their time to fill it - feels like a consulting company bringing people on the bench
Domande di colloquio [1]
Domanda 1
How would you drive a change from one type of s/w dev process to another? What factors would you consider and what would your step by step approach be?
Ho sostenuto un colloquio presso Google (Los Angeles, CA)
Colloquio
Recruiter screen focused on scope, org size, and why this role. Hiring manager deep dive on strategy, execution, and people leadership. Then 4–6 panel interviews: product/technical judgment, cross-functional influence, stakeholder management, and leadership behaviors with detailed examples. Emphasis on impact at scale, decision quality, handling ambiguity, and raising the bar. Final step was team matching and compensation/level review.
Domande di colloquio [1]
Domanda 1
Tell me about a time you led a large, ambiguous initiative across multiple orgs with conflicting stakeholders. How did you set direction, align leaders, manage trade-offs, and measure impact—and what would you do differently?
Phone call with recruiter
Phone call with hiring manager
Phone call with peer
Onsite panel with partners
Call with hiring manager
Offer prep with recruiter
Offer call with hiring manager
Ho sostenuto un colloquio presso Google (Atlanta, GA)
Colloquio
Hard but good. Interview loop is tough, but really great people with experience and clear set of goals. The loop was with various people from the company. Each played a role and were very friendly.
Domande di colloquio [1]
Domanda 1
Biggest strengths and how that can help build movement
