This isn't the typical "rejection story" you've heard before.
For as long as I can remember, I saw Google as the perfect place for me.
I loved startups, I was passionate about new technology, and I used all of Google’s products (and their competitors).
Plus, I had instant chemistry with every Googler I’d ever met.
So, I decided to give it a shot in 2015.
With a referral from a big talent who worked there, I was flown to Dublin for a round of interviews.
The first two interviews were incredible.
I met potential team members, shared my experience from the startup world, why I loved Google's products, and got to hear their thoughts on working at Google.
We clicked immediately, just like I’d expected.
By the time I walked into my final meeting with the hiring manager, I felt confident.
But everything changed in that room.
What began as a simple introduction quickly turned into the most aggressive interrogation of my career.
He challenged my character. He asked questions I couldn’t possibly know the answers to.
It felt personal.
Either he’d already decided I wasn’t the right fit before I stepped into the room, or he was having a bad day and took it out on me.
When I left, I was practically seconds away from tears.
For days, I replayed the meeting in my head, convinced I’d let myself, and my friend at Google who referred me, down.
When the rejection email came, I wasn’t surprised.
But I was so embarrassed and demoralized that I ignored the recruiter’s follow-up asking for receipts for my travel expenses.
After 10 years of seeing Google as my dream workplace, one bad interview completely destroyed my confidence.
Here’s why I’m sharing this:
If you’re a leader, especially one who interviews people, you need to understand the impact you can have on candidates.
You have the power to inspire, or to devastate.
A single negative interaction can leave someone questioning their worth for months, or even years.
So, when you’re conducting interviews:
1. Respect the person across from you. Remember, they’re putting themselves out there, often with a lot at stake.
2. Bring your best self to the room. If you’re having a bad day, don’t let it spill over into someone else’s big moment.
3. Recognize the privilege of the position you’re in. It’s not just about finding the right fit for your team. It’s about leaving every candidate better than you found them.
Rejection will hurt.
But the way you deliver it can make all the difference.
This post was originally shared by on Linkedin.