This varies from company to company.

### Meta Interview Process

The candidate review and feedback process is usually completely asynchronous. Sometimes, they’ll do a live debrief but it’s rare. This means there’s a low likelihood for an interviewer to “fight” for a candidate. Socially influencing interviewers won’t go very far here.

Meta is also the only FAANG that asks interviewers for a confidence score when filling out post-onsite feedback forms. As a result, the process at Meta can be more forgiving on failed rounds because a lower confidence score means a failed round carries less weight. Also, Meta is the only FAANG that directly asks interviewers about downleveling. In cases where the hiring panel is hung, it’s possible they may request one more follow-up interview to help them get more signal.

### Google Interview Process

Most of the time, the post-interview feedback process at Google is completely asynchronous, and interviewers don’t meet live to discuss hiring decisions. That’s one reason why interviewing at Google isn’t like interviewing with humans: it’s more akin to interviewing with a machine.

Each interviewer rates candidates on the following seven-point scale: Strong No-Hire, No Hire, Leaning No-Hire, On The Fence, Leaning Hire, Hire, and Strong Hire.

How this affects candidates is simple: a Strong Hire can get you an offer, but it can also buy you a second chance. If you don’t get an offer, but you get a Strong Hire from one of your interviewers, you might be offered one bonus interview round to decide whether you get an offer or not.

That said, you don’t need to get a “Strong Hire” to get a second chance. Overall, if you showed enough signal to not-fail but not enough to pass, sometimes they will ask you to do an additional round.

A “Strong No-Hire” bars you from interviewing at Google for some time. Reports vary here, but one of our Google interviewers told us that if you get a Strong No-Hire, you might be frozen out for several years.

### Go Deeper

We wrote about how all the FAANGs make hiring decisions here: <https://interviewing.io/guides/hiring-process#introduction-to-faang-interviews> (just click on each FAANG and then go to "How X makes hiring decisions" in the right panel)

Author of Beyond Cracking the Coding Interview. Founder of interviewing.io

Aline Lerner

There is no harm in disclosing this information after the fact. It's helpful feedback for the recruiter, and it builds rapport with them for the future, as you said. They may ask you WHY you chose a different company, though, and if you can say something constructive, that's also useful.\
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In my experience, it's often about compensation. And that's OK to share as well. 