Comment by Menge

> The population is large enough that you're treating each potential hire as a random variable.

This is only true for new grads. The population of engineers with ten years of appropriate corporate experience (that match the technology survivor bias) and at the ~12 locations google can use is tiny.

When I look at my old corporation, only 3 people (of 500+ I would be aware of) were hired by google. One of them is genuinely great, but I doubt he passed the current process as a blind hire. The other two I wouldn't want to work with, but I bet they passed this process precisely because the right kind of focus. (I.e. everything people around them didn't know was their priority and since we normally focus on what's important to completing our project, none of that was so important..)

I was very interested in google when I was under the impression that (without experiencing menlo park on a daily basis,) I could either walk away with over $500k (gross) in 2- years, enjoy working there for 5 years, and/or work with the best >experienced< engineers in our field. When glassdoor and my own linkedin network revealed my best perspective into their setup, blind applying to them is now just a good filter to test my new age employability skills. So, now they've built themselves a new problem of true positive false positives who are just along for the ride.

The hiring market is already NP Hard for both sides when you are genuinely trying to get a good enough fit for yourself rather than the best deal on the market. If you try to misuse the other side they will see less ethical constraints in using the resources you'll have to put in.

How many developers genuinely want a job they can't do that they will have to be awkwardly fired from in six months and explain at every future interview?