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It is notoriously tough to get a job at Google.

The tech big, as soon as well-known for its lavish perks, receives tens of millions of functions a yr, with some estimating that it is practically 10 instances tougher to land a job there than to get accepted to Harvard.

For Mariana Kobayashi, an account government presently working at Google’s Dublin workplace, it was all about standing out from the gang.

After being laid off from LinkedIn, Kobayashi mentioned she set her sights on Google in June final yr.

However she advised Enterprise Insider that she determined to take a distinct method to making use of: curating a video about why she ought to get the position.

The video ran by means of her work expertise and had pre-recorded references from former colleagues and buddies within the business.

The entire course of took about 10 hours, she mentioned. After it was executed, Kobayashi used ContactOut, an electronic mail lookup device, to ship it on to the hiring supervisor.

She additionally posted the video on-line — and it shortly went viral.

“A lot of individuals reached out to me providing espresso chats and letting me learn about positions,” she mentioned. “Then the recruiter for the position reached out, and I had a name along with her.”

A ‘purpose-driven’ software

Kobayashi mentioned the Google recruiter advised her she was overqualified for the grad scheme she’d utilized for.

Nevertheless, she mentioned she was impressed with the video and Kobayashi’s LinkedIn content material and promised to maintain her within the pipeline for additional roles.

“I adopted up each two months, letting her know my progress and what I used to be as much as. In September, I noticed a place for an account government,” Kobayashi mentioned.

Kobayashi mentioned she was in a position to get a referral from a pal and utilized instantly regardless of being barely underqualified for the position.

The recruiter additionally reached out in regards to the position, providing to attach her with the hiring supervisor.

“It was a really purpose-driven software, so I feel that made me stand out, after which as a result of the recruiter was already sort of on my aspect, that helped,” she mentioned.

Acknowledging her ‘crimson flags’

Kobayashi mentioned she despatched out two paperwork after the interviews. One highlighted why an organization ought to rent her and one other detailed what she perceived as her “crimson flags” or employment gaps.

“It was a doc saying: ‘That is why you shouldn’t rent me,'” she mentioned. “However I additionally included a web page saying: ‘That is how I’ll flip my crimson flags into inexperienced flags.'”

She mentioned she lacked gross sales expertise and wished to acknowledge this whereas exhibiting she had a plan to handle it.

A 3-step interview

She mentioned the interview concerned three levels of roughly 45-minute calls, together with a case examine and a management evaluation.

“After an interview, I might ship them the paperwork, and so they cherished it,” she mentioned.

After finishing the interview course of, she adopted up with the recruiter weekly.

“I needed to wait one month till I obtained a response telling me I used to be within the last pool of individuals,” she mentioned. “Every week later, I obtained a job provide.”