> Recruiter: that's not the answer I have on my sheet of paper.
This is the problem. Google hires as such ridiculous volume (onboarding >5000 people last quarter, and on average growing at ~10000 employees (FTEs) per year) that the process gets abstracted into whatever Google thinks can be done algorithmically. This makes almost no sense for most roles, including any type of specialist as well as middle/senior management, and you end up with situations like you faced.
If it makes you feel better, it's equally frustrating for hiring managers, who just get input from recruiters that so-and-so failed the phone screen. I'm at the point where I tell my recruiters to let me do the phone screens myself whenever they come across what -- on paper -- looks like a strong, viable candidate. <banghead>
This is the problem. Google hires as such ridiculous volume (onboarding >5000 people last quarter, and on average growing at ~10000 employees (FTEs) per year) that the process gets abstracted into whatever Google thinks can be done algorithmically. This makes almost no sense for most roles, including any type of specialist as well as middle/senior management, and you end up with situations like you faced.
If it makes you feel better, it's equally frustrating for hiring managers, who just get input from recruiters that so-and-so failed the phone screen. I'm at the point where I tell my recruiters to let me do the phone screens myself whenever they come across what -- on paper -- looks like a strong, viable candidate. <banghead>