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.
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:
A specific PM position for a specific team/ area of responsibility
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.
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.
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.
Today’s Post
Words: 4,045 | Est. Reading Time: 18 mins
What Team Matching Looks Like At Each Big Tech
The 5 Strategies to Rock Team Matching
How to Weigh Multiple Options
Most Common Mistakes
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.
The Structured Marathon: The traditional process (think Google) where careful exploration is expected
The Quick Match: The new-school approach (think Meta) where speed and decisiveness win
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...
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