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This article originally appeared on Business Insider.
Getting a job at Google is notoriously difficult.
The tech giant, once known for its lavish perks, receives millions of applications a year, and some estimate that finding a job there is nearly 10 times harder than getting into Harvard.
For Mariana Kobayashi, who now works as an account executive in Google’s Dublin office, it’s all about standing out from the crowd.
After being fired from LinkedIn, Kobayashi reportedly turned to Google in June of last year.
However, she told Business Insider that she decided to take a different approach to applying: curating a video about why she should get the role.
The video featured her work history and included pre-recorded references from former colleagues and friends in the industry.
The entire process took about 10 hours. Once completed, Kobayashi used his ContactOut, an email search tool, to send directly to the recruiter.
She also posted the video online and it quickly went viral.
“A lot of people have reached out to me to have coffee chats and tell me about positions,” she said. “Then she was contacted by the recruiter for her role and I got on the phone with her.”
“Purpose-driven” applications
Kobayashi said she was told by a Google recruiter that she was overqualified for the graduate student program she applied for.
However, she said she was impressed with the video and Kobayashi’s LinkedIn content, and promised to keep her in the pipeline for further roles.
“I followed up every two months and updated her on my progress and updates. I found the account executive position in September,” Kobayashi said.
Kobayashi said that although she was a bit underqualified for the role, she was able to get a referral from a friend and immediately applied.
The recruiter also contacted her about the role and offered to connect her with a hiring manager.
“It was a very purposeful application, so I think that helped me stand out. And the recruiter was already on my side, so that helped,” she said. said.
Recognize her “red flags”
Kobayashi said that he sent two documents after the interview. One highlighted why companies should hire her, while another detailed what she perceived as her “red flags” and gaps in her employment.
“It was a document that said, ‘Here’s why you shouldn’t hire me,'” she said. “But we also included a page that said, ‘This is how you turn a red flag into a green flag.'”
She said she lacked sales experience and wanted to acknowledge that, indicating she had a plan to address the issue.
3 step interview
He said the interview included a three-part conference call lasting about 45 minutes, including a case study and leadership evaluation.
“After the interview, I sent them the paperwork and they loved it,” she said.
After completing the interview process, she followed up weekly with the recruiter.
“I had to wait a month to get a response that I was in the last group,” she said. “A week later, I got a job offer.”
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