How to Rock the Team Matching Process

Discover the proven strategies for acing team matching at Google, Meta, & Amazon. Learn how to avoid the 5 fatal mistakes that cost offers & master insider techniques from successful PMs

One of the areas of the product management job search that has been tragically under-discussed is the team matching process.

What is team matching, you say?

Good question.

At big companies like Google, Amazon, and Meta, team matching is the process that happens after offer where PMs (or other similar technical roles) are matched to the team they will work on.

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The Two Processes

To understand this fully, we must peel back another layer of the onion.

There are actually two routes to being hired as a PM at a big tech company:

1. A specific PM position for a specific team/ area of responsibility

2. A general purpose role

The roles in the second type give themselves away because of their title. It’ll be something like a generic “Senior Product Manager.”

On the other hand, the specific roles will say something like “Product Manager, Instagram Growth.”

Although the proportions vary over time, on average across the big techs, about half of roles are done from each process.

This means about half of aspiring big tech PMs need to understand how to rock the team matching process.

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Succeed or Lose Your Offer

A good friend of mine alerted me to the importance of the team matching process three years ago:

I got an offer at Google. But I’ve been stuck in the team matching phase for 8 months. The original role on YouTube I was gunning for and almost secured in month 2 never ended up finalizing my headcount. Since then, I’ve kind of not found a fit.

Guess what? He still works at the same place when I talked to him.

Instead of holding a prestigious PM job at Google.

Now it may not be the worst thing ever for him. But it is a shame!

So, I’ve been on the lookout for really good advice on how to rock the team matching process.

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Market Tested Techniques

To do so, I’ve been working with several folks on getting jobs at big tech over the past few years.

I’m happy to say we’ve cracked the process.

The techniques work. Here’s what I’ve heard from some of you:

"Your team matching strategy worked perfectly. Three YouTube teams reached out after my first chat. Starting next month!" - Former Uber PM

"Just landed on Meta's Core AI team. Your playbook on handling multiple team interests was clutch." - Former Senior PM at Series B startup

"Went from almost losing my Google offer to having four teams interested. Can't thank you enough." - PM at Microsoft

These are life-changing outcomes for most.

So let’s dive into how.

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Today’s Post

Words: 4,045 | Est. Reading Time: 18 mins

1. What Team Matching Looks Like At Each Big Tech

2. The 5 Strategies to Rock Team Matching

3. How to Weigh Multiple Options

4. Most Common Mistakes

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1. What Team Matching Looks Like At Each Big Tech

Team matching at big tech is like a black box. Everyone knows it exists, but no one really knows what happens inside. Until now.

I've spent the last three years collecting real stories from successful (and failed) team matches. And something fascinating emerged. There are actually three distinct types of team matching processes.

Let's break them down.

1. The Structured Marathon: The traditional process (think Google) where careful exploration is expected

2. The Quick Match: The new-school approach (think Meta) where speed and decisiveness win

3. The Shadow Game: The unofficial process happening behind the scenes at all companies

Type 1: The Structured Marathon

This is the most traditional approach. And possibly the most frustrating.

Your recruiter hands you a list. You rank teams. They set up chats. And then... you wait. And wait. And sometimes wait some more.

The defining features?

• Formal processes

• Multiple approval layers

• Systematic team exploration

• Regular recruiter check-ins

Who Uses It

• Google: The team matcher you all ask me about most

• Microsoft: Known for their thorough team exploration process

• Oracle: Follows a similarly structured approach with multiple approval layers

• IBM: Traditional multi-stage team matching process typical of large companies

• Intel: Systematic approach with regular check-ins and formal evaluation

A PM I worked with last year got caught in this exact cycle.

Here's what she told me:

"Every week was the same. 'Still waiting to hear back from Team A.' 'Team B is restructuring.' 'Team C wants one more conversation.'"

But here's the thing - she eventually landed her dream role.

Why?

Because she cracked the marathon code.

(More on that specific strategy in the next section...)

Type 2: The Quick Match

This is the new wave. And it's spreading fast.

Fast. Focused. Few options but clear decisions. No more endless waiting.

The typical pattern:

• Short list of pre-vetted teams

• Rapid fire conversations

• Quick yes/no decisions

• Clear timelines

Who Uses It

• Meta: A pioneer in this fast process

• Stripe: Efficient, streamlined process

• Square: Fast-paced alignment done throughout

• Uber: Quick team matching with clear deadlines

• Lyft: Rapid decision-making process

One of my mentees faced this last month:

"They gave me three teams to talk to. Said I needed to decide within two weeks."

Guess what?

He had an assigned team in 10 days.

Type 3: The Shadow Game

This is the wild west of team matching. But in a good way.

It's all about

• Internal referrals

• Hiring manager networks

• Informal conversations

• Direct team connects

Who Uses It

• Amazon: Strong internal referral networks

• Apple: Known for informal team matching conversations

• Salesforce: Mix of formal and informal processes

• Netflix: Heavy emphasis on internal networking

• LinkedIn: Strong internal mobility networks

A senior PM I know mastered this approach:

"I never even saw the official team list. By the time my recruiter reached out, three managers had already pinged me directly."

The COVID Shift

Now here's where it gets interesting. The game changed after COVID. Companies learned the hard way that endless team matching kills offers.

The result?

More companies are shifting from Type 1 to Type 2 (long to quick)

But there's a catch.

Even within the same company, you might face different types. It depends on:

• Your level

• The org you're targeting

• Current hiring priorities

• Sometimes just pure luck

The real question isn't which type is better. It's how to win at each game.

And that's exactly what we're diving into next. I've collected five distinct strategies that work in 2024. Each one perfectly suited for a specific situation.

The best part? These aren't theoretical frameworks. They're battle-tested approaches that worked for real PMs. In real team matches. At real companies.

Want to know what they are? Let's dive in...