Instead of going all the way on how to get a job at BigTechCo (FANG, unicorns etc) let me share the "behind the scenes" on how you actually get to a technical phone screen. You might think this trivial, but the majority of people who could get here, don't. A thread.
Let's start with recruitment at BigTech. There are usually 3 different types of recruiters (yes, really!). Sourcers, inbound sourcers & tech recruiters. Depending on the application process, you'll have different people look at your profile - without you having much awareness.
#1 - Sourcers. Their goal is to get qualified people to apply. They'll search on Linkedin, SO etc, then reach out with messages. Your Linkedin is your CV in this case. If you respond they'll do an intro chat, and if you are open, you move on to the recruiter screen. Easy?
Well, getting sourced is "easy" only if you have a strong/matching profile. This might be due to being experienced, having relevant technologies listed etc. Reachouts happen for roles that don't have large amount of applicants, and where your Linkedin would pass the CV screen.
#2 - Inbound sourcers. The people who go through the inbound job applications. They look at each CV and filter based on experience and guidelines from the hiring manager. For popular roles at well-known companies with visa support, the number of applications can be *very* high.
If your CV catches their eye from the crowd, they'll do an intro chat, which is both a screening and a sell. They'll double click into your experience, check on your motivation (you should have one). If you pass, you go on to the recruiter screen.
#3 The recruiter. They work with hiring managers and guide qualified candidates through the process. But first, you need to make it through the recruiter screen, before the technical interviews start. Usually only around 40-70% of candidates pass this one. So what is this about?
The recruiter screen dives into your background and motivation more, and probes on your experience further. They share more on the position and the process. If your motivation doesn't align with what the role offers, it's better to stop for everyone. But otherwise:
Otherwise, at this point the recruiter is confident you have the experience, the motivation & the communication skills you'd need. So next step is talking with engineers: the technical screen, then onsite, then - if all goes well - an offer! But this is for another thread.
