@PM-tf9hi, I will be back next week! 😀

@bhawnasoni1856, first of all, congrats, HC is a big hurdle!! Next, don't rush if possible, take your time and negotiate. Remember to anchor high on equity and be gracious and kind. Sometimes Recruiter's will give you an offer letter early on in the process, but most wait until you have verbally accepted before providing you with an offer letter. Negotiate!!! Good luck!

@ Thankyou Jeff for the response. Negotiations have been done, your videos helped me to get the highest. I am just waiting for the offer letter. The recruiter told that she has some approvals pending. Waiting for her response. Hence wanted to know from on how much time it takes after all this process?

@@bhawnasoni1856 I don't know why they need approvals before processing the offer letter, those should have already happened! Usually, at this stage, when they say you will receive an offer letter it is 24-48 hours.

@philanthropicmani, thank you so much for your positive feedback and for the video suggestion. I take all video suggestions seriously and I will consider doing this as a future video, thanks.

@juangaritacordero, awesome!

@grantbach2669, I recommend going a little beyond the basics and adding in some more role specific items like, performance, optimization, demographics, industry, etc. Think about bringing in more ads related items into your frameworks.

@preetiverma2095, ugh, thank you for sharing your story. So, now that you have a point of contact at Google, I would check in with this Recruiter every few months. The best strategy is to send them an email with an open position (1) and the link to that role. Provide bullets for why you are a fit for the role, provide the best ways to contact you, provide your availability, and provide an updated resume that aligns with that role. We need to follow up with them and not put the follow up in their hands. I hope this helps, keep trying!!!

@grantbach2669, yes, I like some of the well established frameworks for answering hypothetical questions. Some people like to call it out, but my preference is to use it without saying "I am going to use the Grow Framework." I would say, "a few concepts we should focus on before solving are, goals, reality, options, and a way forward, let's make a few assumptions..."

@brandons2842, it's a good question. The reason why, in the states that do list salary range, it is just base salary, few companies include total compensation (annual bonus, equity, sign-on bonus). All these components combined can far exceed the base salary range targets. I hope this helps!

@tropicana123, 100% it is the difference between a good and bad Recruiter because a good Recruiter is both organized and empathetic. And the no update, update is very easy when you have these two qualities. AND this skill is important for anyone, in any role.

@sushabi, honestly, it is all over the place, but typically, two to three months. If it is a high priority role, definitely a little faster, if you get stuck in the team match phase, it could be a lot longer!

@RohanAgrawal-el5sk, another "give-first" strategy I like on LinkedIn focuses more on warmer leads. Specifically, write a LinkedIn recommendation for a former colleague that has moved onto a company you would consider joining. Do a bunch of these unsolicited LinkedIn recommendations. Many of these people will touch base with you to see how things are going, then it is a natural progression to talk about potential opportunities at their company.

@PM-tf9hi, thanks so much for the positive feedback! I like asking for $195, it is at the top of the range, but not the highest number, and I actually like something a little more strategic, like 193K for example, it makes them think you put a lot of thought into it, even though, you are just trying to anchor near the top of the range. Anyone who tells you it limits future increases, don't listen to them, we want the money now! There are no guarantees about how long you will be there, how quickly you get promoted with a larger salary band, etc. Good luck!!

@jeffhsipepi thanks so much! I appreciate your insights and like the strategy. I am hopeful I will clear the next 4 rounds and will get to the negotiations stage 🤞🤞🤞. I hope to make your next live session. Wishing you a lot of success.

@АринаБирюкова-м9э, everyone in my community is my friend, hey friend, thanks for watching, I appreciate you!! 😬

By the way love your channel this has been so helpful

@evecoogan2420, congrats on making it to the end of the process. An additional interview does not mean you did not do well enough in previous interviews, sometimes, they just want more data to make a decision. Either way, double and triple down on your practice and prep, this last interview is likely a make or break! Good luck!!

@sushabi, yes!!! It is disrespectful to not turn the camera on!!

@PM-tf9hi, sorry to hear you did not make it all the way, but obviously you did a good enough job to make it to the final round, definitely build on that and thanks for watching!

@Chicagotommy, not a dumb question! Yes, they tend to be used interchangeably. Sometimes, the hiring manager is a part of the process and they still want to take the step of having you meet with the team, this is often also referred to as team fit. But if you went through a generic process without an identified hiring manager and they said we would like to set you up for a team fit call, this is definitely the same as a team match call. Good luck!!

@vineetgali393, amazing, congrats!!!!! When joining an organization, there are a few things to focus on, first is positivity, people like working with positive people, second is active listening, do your best to default to listening after you join, speak last, third, out work everyone, fourth, go out of your way to meet people, learn from them, this could be an in person or virtual lunch or coffee. I hope this helps!

@DrAsadAli-yc6tu, understanding meeting times, whether that is past, present, or future can be a good clarifying question to ask.

@MEENAKSHIKUMARI-g9j - kzbin.info/www/bejne/jHXVdZaun62JlaM

@dantesbytes, awesome, thanks for watching, I am glad you liked this video!

@SerpentBornOfficial, obviously there are a lot of opinions about Google and I am not here to challenge any of those views. Like every organization, there are positives and negatives. I will continue to highlight the two positives of working for Google are what the brand does for one's career and the comp/benefits are really good.

@grantbach2669, great question! I really feel like it is up to you, if using these statements helps you stay organized, than I 100% recommend it. I never see adding that context as a negative. It's not necessary, but I also think it is fine if you or anyone wants to use this as a best practice.

@@jeffhsipepi Thank you!

@grantbach2669, I prefer behavioral answers to be 3-4 minutes using the STAR Method. Hypothetical questions are trickier because it really depends on your interviewer's engagement level and how many solutions you provide. The biggest item when using the CFAS Method to answer hypothetical questions is to try and break your solutions apart and not go over 2 minutes per solution.

@@jeffhsipepi Thank you! for your Solution answer i often find that i'm not understand the solution but how you'd approach a specific framework. Ex timeline framework. Outline how you generate time and stick to it that's a solution to the framework but not the entire situation. Does that make sense?

@@grantbach2669 100% makes sense. To bring it back to the framework to start. Timeline may be an item in your framework. If you wanted to expand on the timeline in your solution, you may talk through how you set timeline goals with different stakeholders, how you view timelines in regards to requirements, scope of the project/program, etc. Solutions are about depth, create strong visuals for your audience and you will do great, but it needs to go beyond the surface layer. I hope this helps!

@ Would you recommend to give a high level solution than say the solution touched upon these items, timeline, goals/priorities etc. Are there any items you want to expand on or going deep from the start?

@@grantbach2669 So your high level solution, is your framework. Your framework creates an outline so your interviewer knows the areas you want to focus on. Your solution is all about picking one or two of those areas and diving deep. For example, in your solution if you were talking through how you would work with Stakeholders, you wouldn't just say, I would work with Engineers and Product Managers. You would say, I would work with Engineers, and specifically what we would work on would be A, B, C. With Product Managers, we would work on D, E, F. And that level of depth is going to get the interviewer to start picturing you doing it for them or on their team. And how you would work with these stakeholders would be relevant to the question and the role you are interviewing for, and it should be tied back to the assumptions you made before solving. I know this is a lot!

@grantbach2669, I strongly recommend using your preferred LLM, like ChatGPT, pasting the job description into the tool and asking it to create both hypothetical and behavioral questions. Many of the questions I have seen are about convincing clients of the benefits of Google Ads, dealing with Google Ads performance issues. If you are asked to take over someone else's accounts, what would you do? How do you prioritize your clients? These are a few, but definitely use an LLM so you never run out of practice questions.

@shalakadeshpande9846, I used to recruit for these roles a long time ago, and the strengths I saw back then are still applicable today. Strong communication and organizational skills. The ability to keep programs on time and within the budget. The ability to manage scope creep and manage risk. And of course the ability to influence without authority! I hope this helps.

@ Ohh, I just went through a bunch of your videos. I just realised that they’re super old, but the advice is still gold! One more follow up if you don’t mind though, for an tpm intern position (one year of full time experience before), would they expect us to have made a lot of decisions and done budgeting and built risk mitigation strategies?

@@shalakadeshpande9846 It really depends on the TPM role. Whenever I think about a TPM role it is about making collective/group decisions, rather than you being the ultimate decision maker. It is about you leading and guiding all steps of the program to make sure it is successful. I hope this helps!

@ yup!! Thank you so much Jeff!

@carinalealsantosdesousa5683, AMAZING, CONGRATS!!!! I wish you the best of luck at Google!! 😬

Congratulations, I am applying for the Account Strategist role, if you have secured this role, could you please share some insights on RRK AND G&L interviews please.

@namrata_bangalore, you are definitely tapping into some great resources! And thanks for the idea, when not answering questions in the live this week, I will focus on best practices pre-interview, thanks!

One follow-up question here. I’m planning to take a break from the job hunting and pursuing the CPA certificate . Planning to restart this maybe Jun or Jul this year. I’m really interested in purchasing the interview course but not sure whether I should take advantage of 25% off now or wait until better deal coming along since I will probably not use it until summer. Any suggestions on this? Thanks

@patricky9674, sorry to hear this result. I think it is always important to remember that anything can happen in a job interview. Just a constant reminder that we always have to adapt/adjust accordingly!

@patricky9674, I never want to pressure anyone to buy my products/services. The course is robust! So for most people it will take some time to get through the whole thing if you play all out!

@@jeffhsipepi thanks for getting back to me so quickly. Tbh, I wasn’t thinking about purchasing the course before but found your videos posted here very useful from my very own experience. So now I changed my mind about the course. My issue is if there’ll be a better deal later on I will probably hold off on that since i probably don’t need it until summer time. Thanks.

@ThriveTribe_HQ, ugh, unfortunately, this behavior is extremely common. I would check in, mid-week next week with your Recruiter, if they do not get back to you by the end of next week, on Monday of the following week send an email to [email protected], and say that your Recruiter is non-responsive. Keep us posted!

@@jeffhsipepi hi Jeff. My recruiter reached out yesterday and apologised as he was out of office . Today I got the feedback and i would be grateful to know your take on it. So I was told that my coffee chat with hiring manager went well however HM only had 1 Head count and so they went with someone else. But since she liked me and my feedback is good as soon as there is more head count open they ll take me. It’s not a commitment but based on the condition that they get head count approval for the role. I am told to check in by the end of this quarter and this feedback is valid for 6 months. Additionally the recruiter did say that they would not be posting any advertisement for this opening but more like internal hiring. Is this common ? Please let me know your thoughts. Super grateful for your channel.

@@ThriveTribe_HQ This is common, when a hiring manager likes a couple of people from team match, wants to hire both, but ultimately only has one headcount. It is good news, it's just not guaranteed they will get additional headcount this year. Keep us posted and good luck!!

@AshokBajaj-z6n, ugh, so your not going to like this answer, but there is no set number. Lead with your best examples. If you have around 10 that is usually a good number, but more can also be beneficial. For a leadership interview make sure to have good examples of decision making and collaboration. Good luck!!

@SethuC-k4k, backlog in what sense? If there are a number of candidates that need to go through the process, sometimes going first can be a disadvantage. Recency is important. Let me know if I am answering your question!

@ankitsrivastava4217, I do not recommend using the STAR method for hypothetical questions. Use the STAR method for behavioral questions and the CFAS Method for hypothetical questions - kzbin.info/www/bejne/oHi8i5ytorpkiq8

@rajeshrs1496, space is a generic communication tactic. If we don't build in space, specifically, time where we don't say a word, we will not give our interviewer time to lead and guide us. So space is all about allowing the other person to speak. Transitions are context. If we don't state our approach it can be confusing to our audience what we are doing, that is why I recommend using a transition like, I am going to ask a few clarifying questions. This sets the tone and makes it less jarring than if you were to just dive in and start asking them questions.

@mohibquadri4053, for job search, a fully optimized LinkedIn profile and resume with a role specific summary are definitely ways to get ahead of your competition. In job interviews you can always win by simply putting in more work than your competitors. Specifically, the more you prepare and practice and continue to fine tune the better! I know this advice is generic, I hope it helps!

@jeffhsipepi Too Good !! Do you believe i should read any books around this subject....

@ any book on communication skills will always be powerful in my opinion!

@arjay_2002, great question! My guidance/advice when answering behavioral questions is 3-4 minute answers. So this answer is 4:15, so a little on the longer side. Most of my answers in my videos lean a little long to make sure I hit all the critical talking points.

@beeneeyy, thank you so much for the positive feedback!

@ayushpathak4296, you are 100% correct. When you get any behavioral question, you are simply going to provide your best/full answer. There is no need to check in with your interviewer during that answer.

@emonbetal9595, awesome, thank you so much for the positive feedback!

@ayushpathak4296, copy and paste the job description into ChatGPT or your preferred LLM and ask the tool to create practice questions based on the job description. This way you will never run out of questions.

@emonbetal9595, the apprenticeship process is much like any other role at Google, it will be a combination of your background coupled with your interview performance. These roles typically (not always) will include the 3 most common Google interviews, RRK, GCA, and G&L. I have heard that these interviews will lean a little more into behavioral than hypothetical questions, but be ready for both. Good luck!

Thank you so much, Jeff! Your videos really helped me a lot to prepare. 😊

I completed my telephonic round - 1st F2F interview and currently waiting for my 2nd F2F interview. After this we have our Team matching round. Any advice sir how to ace my final interview.

@@emonbetal9595 good luck, hopefully this video helps - kzbin.info/www/bejne/nHiWn6KFg5J8jdE

Thank you so much Jeff!

@surafelfikadu4331, I am so glad you loved this video! 😬

@JChristian12, when you get to the negotiation phase you simple use the following statement after they confirm the initial range you gave "After learning more about the team, the role, and responsibilities, I need to reset my expectations to X." Because they ask you this question when you don't have all the data, getting more data throughout the process is a very good reason to reset. I hope this helps!

@Leproductions2775, great question! It can vary quite a bit! So typically, after passing through the final executive review, an offer or asking for your expectations should come in the following day or two. Getting that first negotiated offer can take a couple of day up to a week or more. Typically, two to three days. Then the back and forth negotiations tend to happen quicker, responses within hours, same day, or next day.