You now understand how Google interviews work.
The process is designed. Hiring committees, structured interviews, and slow timelines serve specific purposes.
Four attributes matter. Cognitive ability, role knowledge, leadership, and Googleyness.
False negatives are accepted. Google prefers missing good candidates over hiring bad ones.
Performance beats background. School and experience predict less than you'd think.
Rejection is data. Many successful Googlers failed their first attempt.
Now you're ready to build technical skills.