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Even our college hires have internships and work experience before they join

If you don't get hired into Google as a college student - it becomes very rare to get hired until you have 6-8 years of experience

likesmart

This definitely does NOT apply to the Technical Solution Engineer role in Tech Support for Google Cloud.

We gladly hire (at the lowest level) candidates with no work experience, or no college and just barely enough work experience to compensate for lack of college, as long as we can spot *potential* and *eagerness* for self-development on the technical plane, AND the kind of personality traits/soft skills that can't really be taught all that effectively to people who just don't lean that way (for example, empathy for an angry, frustrated customer contacting Tech Support, a "user-first" mindset, effective communication, ...).

Tech Support is a highly technical job, but, in addition to general tech savvy and depth into some individual specialization (e.g., "everything networking" in the Networking area), it requires soft skills/personality traits much more demanding than those typically required in other highly technical roles, such as SWE or SRE, given the amount of high-touch customer contact involved, and the fact that customers contacting Tech Support are so often frustrated and maybe angry.

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Yes, but it depends greatly on the company. Mine has a huge focus on people and cultural fit. If we find the right person, we'll scoop them up and get them trained up in the right spot. Though experience never hurts ;)

Some roles are easier than others, like others mentioned:
- Sales
- Bizops
- Tech/customer support
- Office management
- Recruiting

*To stand out, be confident, action-oriented, and show ownership.* For younger candidates, we want to know that you'll hit the ground running without us needing to babysit you.

At my company, we've had tons of folks join our Tech Support team and move just about anywhere else in the company. Helps that we have a highly technical group, which lends itself more easily to Technical Account Manager or SWE roles in the future.

We've found the best success with younger candidates that are avid problem-solvers and "need to figure out the answer." This shows they'll own something until it's done without trying to 'hot potato' their problems to the next person.

In terms of a resume, this can mean writing about internships, volunteer work, or projects they started outside of work (assuming they don't have work experience here). Anything that shows they've done something productive with their time and were passionate about it.

Hope this helps and good luck to your friends!

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tldr; I'm not an HM but I was hired with very little experience and this is how it went.
I got an interview at my current company through a referral. The recruiter rejected me after a 4 minute phone call but my referral directly emailed the hiring manager with my resume and a personal recommendation. One month later after 2 phone interviews I was sweating in a conference room at Splunk's HQ for a 4 hour interview. I got the offer 3 days later. I was promoted on my 1-year anniversary and just celebrated 2 years last month.
I had been unemployed for nearly a year and had VERY little experience in the role I currently occupy. When it came to my resume, I studied the job description and used my free access to LinkedIn Learning to learn all the skills I was missing (CLI, Linux, Regex, EC2) and made sure these courses had projects I could then talk about in my interview. I added this experience to my resume before I applied because I knew I could put in 12-hour days at the library learning all this info before an interview. The only thing my resume did not match was the length of experience (3-7 years for most skills.) There was nothing I could do about this so I ignored it. 🤷🏻‍♀️
As for the interview all I can say is confidence and honesty. My self-confidence at that time was very very low but I had recently started, of all things, acting classes to give me something to do that had nothing to do with finding a job. (Please get a hobby if you're unemployed, it really does help!) The classes helped me "fake" being a confident person. I was also very honest with my responses. "Did you work with EC2 in your last job" would be met with "No, but I recently completed a course on EC2 and I used that knowledge to create an instance to run my WordPress blog using a Bitnami AMI..." I used every question as an opportunity to talk about a project I completed (no matter how small) and to express my enthusiasm at being able to expand and grow my skills at Splunk.
So my advice to your friends is to A) tailor your resume to the job description and supplement missing knowledge with online courses B) practice confidence and honesty and C) find someone to refer you!

likesmarthelpful

S1, how do you get your referral? Through an acquaintance or someone you reach out?

we rarely take new grads but do treat internships as the best & fastest route to become full time for new grads. most interns i know intern at spotify after their graduation and convert to full time/contractors after 3 months.

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I've hired many grads. First, taking a class doesn't mean you have experience. Don't say you have experience in C++ because you wrote "hello world". That is the one item that just kills me. Other than that, I look to see if they are basic smart (complete sentences), confident, and have done anything work related for more than 5 hours at a time. I want to hear a story of how they research a problem and how they react to failure. I've hired great candidates with just that criteria.

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oh - and join something. CHIME, ACHE... or whatever. It is still a lot about who you know.

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If you are inexperienced or changing careers I would look for companies that subscribe to the "High Potential, Low Experience" (HPLE) model of hiring. HPLE companies will often hire people with literally no experience in Tech and instead look for good cultural fit or look for a demonstrated potential in other ways. For example, I have a friend who was chef who is now a QA Analyst, he was originally hired as a HPLE because he had good foreign language skills and other good soft skills.

The downside is that HPLE companies tend to underpay their employees and a lot of turn over. However, they are a great way to get the experience for the next step in your career... usually a much better paying job at a different company.

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Think it depends on what entry level role we're looking to hire for - i.e. non tech vs tech role. We'll oftentimes look for their ability to take initiative in learning new things in a singular role, such as freelance and side work, what that was, and of course any certs they sought out. This can generally show a level of aptitude that will translate to their ability to pick up on what they'll be doing in the role

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Is Freelance and side work not considered as "experience" if it's not a full-time role?

So I have not hired people directly but sat in some interviews with my manager. The main thing that I have noticed from him is that he looks at the confidence and enthusiasm in case of a fresh grad. The reason I know this is that some of his hire came to me for 2 weeks training and all of those guys were super energetic and he kept giving me I hired those look all the time.
For resume its good to have a full page covered even though it’s with free courses or certification. And have basic knowledge of things you have written down. Writing something that you heard from a friend and just put it there is not a good idea at all.

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Sadly I don’t have an answer for this but I can ask the HR as they are quite chill as well. Although I understand what you mean. There are organizations I wanna work for but then they are not interested in me. As I build my portfolio all of a sudden they are interested. So not exactly sure. But I think luck plays a part here and there.

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It depends on the company and even down to the team who is hiring. My team hired a few straight out of college with no real experience. We participate at college fairs and take resumes. If you don't have a degree, though you'll need experience. Most of the people I've worked with had degrees in unrelated fields and are self-taught. I like to see information about projects you've done if you don't have professional experience. I like having a conversation not an interrogation.

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You need some applicable skills, or have the drive and follow up. Be willing to start the the SDR/BDR level and move up

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We hire this sort of profile as an intern or co-op and give them a project to work on with some guidance. This give us a chance to get to know each other…it frequently leads to a ft hire

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Do you count internships as experience?

I would certainly hope so! I would count it, as well as freelance work too. I don’t know if it’s more widely accepted though. Curious to hear other thoughts!🙂

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There are a few people in my team straight out of graduation - I’m in bizops.

Can you share how they were able to get your attention in what I can imagine is a sea of applications?

Honestly, no I don't. I need folks who can hold their own without too much hand-holding. I think having a portfolio or some track record of professional experience is needed in this economy.

Volunteer at a non profit by sitting on a committee. They have web and database needs too.

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Answer to 1. Yes. I hire technical sales people up and down the experience chain.

Like most sales role there’s no blueprint resume. It’s a sales role so traits around accountability, competing, and learning all help.

Check out the tech rotational programs for new grads. I went through one of these and they typically have a structured hiring process and specify what they are looking for.

Thanks! Can you recommend any specific ones?

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