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Engineering Culture and Hiring at Google

In engineering culture, aspects like behaviors and attitudes guide companies in their engineering efforts. Note that an organization’s engineering culture isn’t just about code software developers write. Instead, it focuses on how a company or organization preserves its integrity of work and shapes the culture of an organization.

Hiring or recruiting is a crucial aspect of an organization that impacts its engineering culture in the long run. Major enterprises such as Google ensure to incorporate strategies into the hiring process to recruit talent that can add value to their operations and contribute to their engineering culture.

Let’s get into the details to learn more about Google’s engineering culture and hiring process.

Impact of Careful Hiring on the Engineering Culture of Google

Google is a major multinational technology company and search engine hub, eCommerce, AI, and online advertising. The company considers its engineering culture a critical component of the recruiting process. It serves as a motivating factor that influences the selection of prospective employees. 

Google ensures hiring like-minded candidates who can operate and respond to the objectives and values of the company. These candidates are a cultural fit, benefit the employee network, and act as loyal brand advocates.

Google’s recruiting process is relatively shorter compared to other companies. It is usually because they hire candidates who can work in an integrated environment.

Google looks for the following qualities in an applicant:  


Googlenyess is about putting the users first, being modest, pleasant, proactive, approachable, keeping an eye on the company’s objectives, and much more. Google seeks genuine and friendly people.

Cognitive Ability                   

Critical thinking and creativity are the two most essential qualities Google looks for in candidates. It hires people who think creatively, solve problems, see an issue from various prospective, and can come up with an innovative approach. It looks for systematic problem solvers to support and benefit its engineering culture.

Role-related Knowledge

Google wants candidates to have an understanding of their roles and skills. Candidates must know what their roles and responsibilities entail if they want to be a good fit for the company.

Google’s Talent Sourcing Strategies and Its Contribution Towards Their Engineering Culture

Google’s recruiters know that hiring doesn’t have a one-size-fits-all formula. Therefore, they use some specific talent sources strategies to find highly beneficial talent for the organization’s growth and engineering culture.

Look For Cultural “FIT”

Google looks for candidates with a remarkable ability to learn, evolve, and cultivate better skills while they’re at the organization. This is why interviews at Google include many off-the-wall questions to determine intellect and see how a candidate reacts and solves problems.

Open Communication with Applicants

Communication is a crucial aspect of recruiting process. It’s not a one-way street. That’s why Google directly communicates to all the applicants. The company responds to prospective employees even before the first in-person interview. The hiring team informs candidates about the next steps of the selection process.

Google Hiring Process

The hiring process begins with an online video submission and application form. The company invites you for an initial screen call or onsite interview if it finds you suitable for the position. 

Initial Screening of Candidates

Phone screening is the first phase in which a potential manager interviews you for 30 to 60 minutes, depending on the position you apply for. The phone screen can take longer than one hour. There is a coding section that you need to complete while giving answers in the Google doc.

Onsite Interview at Google

The second phase of the hiring process includes an onsite interview that can take 40 to 45 minutes. You meet with the panel. The interview doesn’t have typical questions like work experience or job expectations.

Also, interviewers screen candidates for bias to action and collaborative behavior during the interview process.

Unique Onboarding Method

Google uses a unique onboarding method and scientifically proven “structured interviewing ” approach. It includes creating a grading rubric and questionnaire for each question. The panel asks each candidate the same questions to make the selection process uniform. You may need to solve real-time technical problems if you apply for a technical position like coding.

How Does the Hiring Process Of Google Contribute to its Engineering Culture?

Google’s primary hiring process uses structured interviews to help it attract and select the right talent for the company’s work culture. The method enables the company to hire people who fit in and can help it succeed in the long run.

Summing Up

Google has a shorter but comprehensive hiring process to choose candidates with the best skills. It helps the company benefit from its engineering culture in the long term.

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You can find the right balance between productivity and fun with the right culture fit. Keeping the curiosity always intact will no longer be an issue when you know that your employees are self-driven. That’s where Google’s hiring process can help and WeCP is here to help you to acquire those talents.

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