google interviews Dec 09, 2021
I worked at Google for five years and I understand this is a very confusing subject for candidates. This article will help you understand how levels are assessed and ultimately decided at Google.
Item #1 – What Are Levels?
Levels atGoogleare simply a way to classify expectations and responsibilities for the job. Many large corporations—especially in the tech sector—utilize levels because they create structure. It streamlines the recruiting process while also creating better retention among existing employees. Financially speaking, levels help produce more consistent pay scales and management structures.
Item #2 – Years of Experience
The higher the level, the more years of experience, typically. Your starting level at Google will likely be based on how many years of experience in a like or similar role. I came to Google with 13 years of professional experience, but only 4 of those were as a Recruiter. Therefore, I was designated Level 4 (L4) when I was hired for a recruiting position. Here is a quick breakdown of the levels based on years of experience:
- L3 –Very little experience, from fresh out of college to up to 3 years
- L4 –3-10 years experience or completed PhD program
- L5 –5-10+ years experience in a relevant position
- L6 –10-20 years experience
- L7 –12-20+ years experience
- L8 –15+ years experience
Which level you fall in will depend on your education, your years of relevant experience at a similar position and other factors. I’ve seen candidates with 20 or more years of experience hired at the middle levels, and I’ve seen those with less experience hired at higher levels. The above is a simple overview of how your experience may relate to your Google level.
Item #3 – Recruiter Conversation
A vast majority of candidates have no idea what level they are interviewing for at Google. It’s a good idea to ask your Recruiter. They will have an idea of the level they are targeting. If they aren’t forthcoming with the information, you can ask in different ways. I like to suggest saying that you think you are interviewing for a certain level. Ask them if it is a fair assumption and gauge the reaction. Even if you don’t walk away knowing the exact level for the position, you should have a general expectation.
Item #4 – Level Assessment
How is level being assessed in the Google interview process? Your relevant past experience and your interview performance will be the two most important factors. Your interviewers and the hiring committee are trying to confirm your past experience aligns with the position and the target level. Sometimes, the distinctions are very clear and it’s easy to determine your level. Other times it is simply not as clear. The quality of your interview performance will largely determine your level.Hiring committeewill take your interview performance into consideration coupled with the hiring manager statement of support (if applicable) and lastly, align your years of experience. Level is assessed by all these items coming into alignment. If all these items do not align, it can result in no offer at all.
Item #5 – Down-Leveling vs. Up-Leveling
This is one of the most confusing aspects of the process. The hiring committee will generally be on the conservative side of leveling interview candidates. It’s not uncommon to be down-leveled at this stage in the process. Don’t be discouraged if this happens. This is one way to help set you up for success by getting you motivated and inspired to level up through your job performance. Up-leveling a new hire is much less common at Google, but it can happen if you are a very impressive candidate. They may determine you are ready to come in at a higher level. Up-leveling can also come at the request of theHiring Managerand Recruiter in the form of an appeal process. But remember the evidence for up-leveling would need to be strong/clear!
Item #6 – Internal Items
Once you’ve made it to Google, you have to understand the requirements for success at your current level. At the same time, you should also be looking ahead to the next level. What are the requirements to be successful at that higher level and what will it take for you to reach it? Have conversations with your Lead, but remember they alone cannot promote you. If and when the time comes to level up, you will be put in front of a promotion committee. It will be a group decision. A majority of promotions happen at the end of the year, while a few may happen off-cycle in the middle of the year.
Ideally, you will want to perform at the next level for at least two quarters before you can expect a promotion. You have to prove yourself capable of meeting those next level requirements in order to reach the next level at a company like Google. You may be performing duties of an L6 while you are still an L3. Doing your job well will determine when you are ready to move up to the higher level(s).
Item #7 – Ego!
The level system can hurt your ego, especially if you are offered a lower level than you hoped. Don’t be hung up on your level when starting at Google. The only things you should care about are compensation and if you want the job. Once you are there, you can stay motivated and keep leveling up. You will achieve higher levels and even better compensation if and when you deserve it. Don’t let your ego stand in your way of a great career opportunity at Google.
Be sure and watch my full video on this topic below:
For more general interview tips and Google-specific topics, please follow myYouTube Channel. You can also sign up onPractice Interviewsfor access to additional information and coaching resources.
Practice Interviews AI Tool - Early Adopter -Sign Up
As someone who spent five years working at Google, I possess an in-depth understanding of the intricacies surrounding the company's hiring and leveling processes. My experience extends beyond mere observation; I actively participated in and navigated the system, gaining insights into the nuances that often perplex candidates. This article aims to demystify the Google interview process, specifically focusing on the assessment and determination of levels within the company.
Item #1 – What Are Levels? Levels at Google serve as a structured framework to classify job expectations and responsibilities. This practice, common in the tech sector, enhances the recruiting process and contributes to better employee retention. Moreover, it facilitates consistent pay scales and management structures.
Item #2 – Years of Experience A critical determinant of the Google level is the candidate's years of experience. The breakdown is as follows:
- L3: Very little experience, fresh out of college to up to 3 years
- L4: 3-10 years of experience or completion of a Ph.D. program
- L5: 5-10+ years of experience in a relevant position
- L6: 10-20 years of experience
- L7: 12-20+ years of experience
- L8: 15+ years of experience
Factors influencing your level include education, relevant experience, and other considerations. It's noteworthy that candidates may be placed in different levels based on unique circ*mstances.
Item #3 – Recruiter Conversation Candidates often lack clarity regarding the level they are interviewing for at Google. Initiating a conversation with the recruiter is crucial. By expressing your perceived level and seeking confirmation, you can establish a general expectation for the position.
Item #4 – Level Assessment Level assessment during the Google interview process hinges on two main factors: relevant past experience and interview performance. Interviewers and the hiring committee aim to align your experience with the target level. The quality of your interview performance significantly influences the final determination.
Item #5 – Down-Leveling vs. Up-Leveling Down-leveling is more common, with the hiring committee often taking a conservative approach. However, up-leveling can occur for exceptional candidates, typically supported by strong evidence. Appeals from the Hiring Manager and Recruiter may also lead to up-leveling.
Item #6 – Internal Items Once hired, understanding the requirements for success at your current level is crucial. Preparing for the next level involves conversations with your lead and a focus on meeting the higher-level requirements. Promotion decisions are made by a committee, often at year-end, based on sustained performance.
Item #7 – Ego! The level assigned might not always align with expectations, potentially affecting one's ego. However, the key is to prioritize compensation and the job itself. Focus on continuous improvement and performance to climb the levels and enhance your career at Google.
In conclusion, navigating the Google interview process and leveling system requires a strategic approach, clear communication with recruiters, and ongoing performance assessment for future growth within the company.
