This as-told-to essay is based on a conversation with Sissie Hsiao, the general manager and vice president of Google Assistant, who’s based in Mountain View, California. The following has been edited for length and clarity.
Nearly 16 years ago, I walked through the doors of the Googleplex as a young computer scientist who believed in the company’s mission to change people’s lives with technology. Many years, multiple roles, and a few gray hairs later, I still feel that magic when I step foot onto Google’s campus.
Since I began leading the Google Assistant team over a year ago, I’ve been inspired yet again by the power of our technology. But it’s the people who make this place extraordinary. It can be really challenging to build new, high-quality technology, and the work we do can be stressful and hard. But when you’re doing it with good, curious, humble people, it becomes fun.
Our team is made up of some of the world’s best engineers, designers, linguists, product managers, and speech-recognition experts, and we’re working hard to build a natural, conversational assistant that helps people accomplish everyday tasks using their voice. When I think about building a voice-forward future, it starts with a world-class team.
Here’s my advice for anyone applying for a job at Google:
Voice technology is evolving rapidly. Google Assistant was launched six years ago, and it’s still very nascent and constantly adapting to make people’s lives easier. So when I interview candidates, I want to know if they’ve used the product.
Have you asked Assistant to add something to your grocery list, set a reminder to feed the dog, or help you navigate to the nearest coffee shop? Have you read papers on the latest language-understanding technology? It’s critical for prospective Googlers to use the product and test out the features people rely on every day. Only then can they think expansively and audaciously about how we can make the product better.
Approach the interview — and ultimately the job — with a spirit of curiosity. My team and I love to harness new technology and apply it to real-world problems.
I think the biggest mistake candidates make is not asking questions. If you’re interviewing for a job at Google, be inquisitive and come prepared with thoughtful questions. Google is an enormous company whose technology is changing the world in really special ways. I look for candidates who have not only researched the product but come to the table with questions about it, such as: “How can Assistant’s auto integrations reduce distracted driving?” “How are we helping people with disabilities?” “How are our speech models improving Assistant’s understanding of people who speak multiple languages in a single query?”
When preparing for an interview, ask yourself questions, too: What are the opportunities we’re not already thinking about? Where can we improve to better serve our users? Where’s the technology going, not just next month but in the next five, 10, or 20 years? I look for someone who approaches problems with a curious mind and a “challenger” spirit. Those are the ingredients of great teams.
When evaluating candidates at Google, I look for people who demonstrate empathy. We often get so enamored by the technology we build that we forget why we’re building it: to make people’s lives better. I always notice when someone prioritizes the people for whom the technology is actually built.
I’m driven every day by the question: How can we build a voice assistant for everybody — for the working mom trying to multitask while driving her kids to school; for inquisitive children like my own, who learn all sorts of things from Assistant, like how far away the planets are or how long ago dinosaurs lived; for a young woman with impaired speech who’s better understood because of the breakthroughs in this technology?
When speaking about your experience and telling us more about yourself, demonstrate that empathy. As you answer the tough questions, think about how people all over the world would benefit from product innovation.
I’m convinced that the best teams in the world are made up of what I like to call “pragmatic dreamers.” At Google, they’re the ones who think creatively about how to push past the limits of technology, but who are also grounded in reality and pragmatic about how to achieve it.
A good leader creates space for all kinds of thinking, ideative and analytical alike. I love meeting candidates who exemplify these qualities.
To show up as a “pragmatic dreamer” during the interview process, my advice is simple: Think big and come to the table with audacious ideas, but make sure you’re also able to explain how you’ll make them happen. Offer a few examples of how you’ve been both creative and analytical — how you can think pragmatically but still shoot for the moon.
We interview a lot of people here at Google — often exceptionally talented professionals with a lot of confidence and really impressive résumés. But what separates a good candidate from a great one is simple: humility.
We talk a lot at Google not only about “what” you do but about “how” you do it. Are you collaborative? Kind? Respectful? Empathetic? In my opinion, these are the qualities that make exemplary leaders.
My job is just as fun today as it was when I stepped foot on Google’s campus all those years ago. So perhaps that’s my greatest career advice of all: If you still feel invigorated by the magic of what you’re building, you’re in the right place.
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