If HR chooses you, it will contact you actively. The most basic thing is to make sure that you are not a person who fabricates a resume and fishes in troubled waters. For this reason, HR will know your experience and see if you are a real engineer. If you are in China, HR will talk to you in English for a few minutes (I have met people who let me state my work experience and highlights) to ensure that you can adapt to the working environment where English communication may be needed.
After that, HR asked me to do the problem in COD, the simplest algorithm problem. I'm not sure if this is an isolated phenomenon. Simple problems, everyone who has studied algorithms in school knows that O(n) can be solved without optimization; For more difficult problems, you can know that O(n 2) can be solved at a glance, and you can find the solution of O(n log n) or even O (n) after thinking about it. In short, it can be considered as an OI problem.
Then, there are telephone interviews and face-to-face interviews. The former is cheaper and easier to arrange; The latter can better feel whether you are a colleague that everyone is willing to accept in the future, but the cost is higher. How many rounds of telephone calls and face-to-face interviews will be arranged is uncertain. In principle, people who are easy to determine whether they want or not will have fewer interviews; People who have never been sure will join the interview. I tried to pass the recruitment Committee, and then added another round of interviews to try again.
If you interview in China, you will wait for the ACM problem. Whether or not there is a deliberate test of the algorithm, the difficulty will be obviously higher, and the algorithm to be used is more like ACM difficulty. If you interview elsewhere, the difficulty is the difficulty of the OI topic. I interviewed Google, China and other similar big companies in non-China. I feel that the interview in China is "What if I have the heart to make things difficult for you?" "Because there are too many people in China and too many smart people, it is necessary to distinguish them with more difficult questions. If you can interview in a non-China area, try not to come to China area for an interview, provided that oral English communication is OK.
If your average score in the interview is out of line, then this material will have a chance to enter the recruitment Committee. According to Google people with high status on the Internet, this kind of material includes feedback from the interviewer and information provided by others. Google may find Google people who have the same experience with you in the same company or school at the same time and ask them to submit their comments on you. People who happen to know you can also comment at this time. So you should pay attention to your personality in your career. You never know who will have the right to influence your application in the future. )
Those who can pass the selection Committee will enter the executive Committee composed of bosses and then pass it on to the founder for confirmation. Finally, if the founder also passes, the compensation committee will determine the quotation, which will refer to the estimated market price of your materials and the counter-offer of competitors (if any). Since this part is beyond my personal experience, let me talk about my experience.
My materials once passed the Beijing Recruitment Committee and were sent to the American headquarters, and then HR asked me to supplement the materials. It is necessary to supplement the results of the college entrance examination (I have never known how to translate "free test and walk") and GPA (with transcripts), as well as the current salary and competitors' offer, and even the award-winning and promotion experience. Personally, I feel that Google is more elite, so I care more about whether your background has always been a leader in all aspects. Then I was rejected by Google headquarters, but at least I went through the whole process.