Key things before applying

An intro to the recruitment process of tech companies such as Google.

Includes pro tips, an overview of the process and guidance on how to network.

What profiles tech companies seek

Only Google and Amazon alone employ over 1.7 million people worldwide. As you can imagine, the spectrum of profiles recruited is very broad, ranging from highly technical roles to HR and finance professionals.

Overall, they can be classified into a few categories:

Core technical roles: Focused on the development, testing and deployment of software products and services (e.g. Software engineers, ML engineers, Data scientists / analysts, Hardware engineers, etc.)

Sample backgrounds: Computer science, Software engineering, Computing engineering, Information technology, Mathematics, Statistics, Physics.

Product and project managers: Focused on the end-to-end strategy and release of new products (e.g. app features) and large end-to-end projects (e.g. new device release)

Sample background: Business administration, Economics, Computer science, Operations management, Supply chain management

User experience & research: Focused on understanding user behavior, preferences, and optimizing the product experience

Sample background: Industrial design, Graphic design, Human-computer interaction, Marketing, Statistics

Business, sales and marketing

Sample background: Business administration, Economics, Marketing, International business, Law, Communications

Highly specialized roles: Unique positions specific to each company's business model (e.g., specialized cloud/ad sales at Google, operations and logistics engineers at Amazon, AR/VR experts at Meta).

Depending on their latest strategies and the macro socio-economic environment in which they operate, they may decide to prioritize some profile categories over others, and this can change over time.

An intro to tech companies

A surprising number of technology companies have roots that date back to the 1800s. Nokia, Siemens, General Electric (founded by a well-known tech savvy called Thomas Edison), Toshiba, AT&T, Nintendo and Philips are just some examples from all around the world. These companies made major technological breakthroughs, well before the appearance of computers and the Internet.

"Tech company" is a very broad term. It refers to any organization that focuses on the development, manufacturing, or distribution of technology-based products and services. Nowadays, many companies, ranging from large multinational to small start-ups, operate in various technologies. Examples include those focused on:

Hardware - Samsung, Apple, Lenovo

Software - Salesforce, Microsoft, Uber

Internet services (covering entertainment, retail, etc.) - Google, Meta, Amazon

Financial (bank, fintech, etc.) - PayPal, Square

...

Some recent tech trends such as applied AI, advanced connectivity, and machine learning, just to mention a few (read more here) have revolutionized the global technology market is valued at USD 6.4 T.

Tech companies innovate, lead technology revolutions, offer growth opportunities due to the dynamic markets in which they operate, and feature vibrant networks of well-prepared, ambitious young professionals. It doesn't come as a surprise that they are picky when it comes to recruiting, with low acceptance rates that range from 0.5% (Google) to 5-10% (Meta).

An overview of the recruiting process

Most tech companies follow a similar recruitment process. This process is designed to test technical skills, soft skills, capabilities, and cultural fit with the company´s values and way of working.

Common phases include:

• Resume/ LinkedIn profile screening: Assesses experience, relevant skills, and expertise

• Screening call: Validates basic qualifications, cultural fit, and confirms requirements (e.g. visa sponsorship). May include high-level questions (e.g. "walk me through your resume"), interests, behavioral or experience-related questions

• Online assessment & technical tests: Required for core technical roles

• Interviews (remote or on-site): Assesses technical depth, behavioral competence, and cultural alignment

• Business case or market sizing: Most common for business, product, or consulting-style roles.

The approach may vary based on the specific role and company. So, you need to research the specific recruiting process details of each target company.

For example, Google is well-known for its rigorous technical tests for core roles, while Amazon focuses its interviews mainly on behavioral questions (Leadership principles.

Start building networks

You may think professional connections aren´t important because these firms use standardized processes and tests. However, understanding the process steps in detail and what they look for is key. Much of this you can find online, but it´s always better to complement it with coaching and recommendations from people currently working in these positions. They offer insights into good strategies and day-to-day details, which will help you sound more convincing when asked about your interest in the role.

How to build your network

These are a few simple things to start with:

• Thoroughly research the firms you want to target - their history, culture, values, etc.

• Monitor company social media for gathering insights into business focus and culture, and for tracking open applications

• Try to find secondary connections in these companies (friends of friends), as they are often more prone to help you

• On LinkedIn, check your first and second- degree connections or alumni from your university working at these companies - and reach out

• On LinkedIn, request to connect with relevant contacts (i.e. target analysts if you want to apply to an entry-level position). A polite message or email can take you far.

  
  

When you reach out to people you don't know (e.g. on LinkedIn), you can use a simple structure such as the one below.

Don´t give up if some people don't respond. Wait 3 to 4 days and send a polite follow up. Sometimes they just need a reminder to respond. Some will do eventually.

Hi [Name],

I hope you are doing well.

My name is X and I am a Y. For the last two years, I have been reading a lot about the history, culture and innovations of X company, and I am planning to apply soon. I admire you made it through the process a few years ago.

I know you are busy, but if you have a few minutes, I would love to know about your experience in the recruitment process and any advice you may have.

Do you have 15-20 min to talk this week?

Thank you in advance!

Key rules for networking

• Do research before reaching out to people

• Have your questions/ topics ready before any call/ discussion

• Avoid generic messages ("I have followed your career, and I am impressed")

• Use their time to learn (about their job, the interview process, the firm, the culture): Don´t ask for a job

• Diversify your contacts: Entry-level people can also give you more practical tips about the process, while senior people can discuss more high-level topics such as corporate culture or general career coaching

• Have ready your elevator pitch: Have an answer for basic questions such as "Why are you interested in consulting?" "When do you plan to apply?", "What are your top options"?

• Respect their time: Don´t ask for more than 30 min in the first contact, acknowledge you know they are busy, and never be late to an appointment

• Track connections: Send "thank you" notes and keep them updated on your applications (very helpful if you need to reach out again later on)

Before applying

Getting into tech companies is tough. Their process is highly competitive, it requires intense preparation, and you need to be fully committed.

So, before you start preparing yourself, think if it is the right moment and you have the time and motivation to invest a lot of hours. If not, it may be better to wait.

Starting the preparation

• Be strategic about the timing (and be ready)

  Map all the job openings and review their descriptions carefully. Before applying, make sure you fully understand the recruitment process of that company and ask yourself critically if you are 80% prepared to start the process tomorrow. Once you apply, they can call you back at any time.

  
  

  If you are interviewing for a non-technical job at Amazon, two or three full days of work may be enough to prepare solid behavioral answers. If the process involves a business case or a technical test, you may need to prepare for weeks (or even months). Make sure you have the time to do this.

  
  

  Consider practicing with non-target (similar) firms. You may want to begin the hiring process with the firms that aren´t your top choice. This way, you can practice the real processes without risking too much.

  
  

• Be consistent

  Becoming solid at any of the recruiting steps requires hours of preparation. Dedicate at least 1-2 hours per weekday and 2-4 hours per weekend day for as long as needed. Each person is different, and you may need more or less time.

  
  

• Leverage all the resources available

  This Platform is a good starting point, but don´t limit yourself. Leverage all other available resources—and be sure to network as much as possible.

More materials

There are a bunch of websites designed to help you to prepare for interviews. While most of their advanced features require a subscription, they offer relevant free content. Below are the main resources, ranked by the amount of free content available:

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