Recommending a fellow Googler to a startup

Once in a while I get this question: "Hey Kevin, thank you for recommending a fellow Googler. What do you think about X's technical skills?"

My long response is this:
The Google technical interview process is one of the most challenging interviews one can get. There's the resume screening (only one out of 1000 resumes pass through), then email screening, then phone screening, possible secondary phone screening, on-site screening, and finally the hiring committee (from Mountain View) reviews long and very detailed written feedback from 7-10 interviewers. If someone makes it in as an engineer, you are sure that person is way above average over the millions and millions of people who send in their resumes to Google each year. Think about this: if you're an engineer at less-than-stellar company that don't value core engineering (Fox, Yahoo, Citysearch, AT&T Interactive, MySpace) and you think you can do better, you have already at some point in your career applied to Google. It's only human to want to do better. Look. Chances are, an engineer you already know (who never went to Google) already applied and chances are he/she failed. I realize what I'm saying is really harsh, but this is harsh reality. For this reason, even a really bad Googler is still above tech industry average (e.g. especially from what I see in Los Angeles). Secondly, if a person survives the Google culture for a few years, you're sure that person is at least average amongst Googlers because the below average Googlers get kicked out very very fast; 2 to 3 quarters and you're out. I personally know a few that don't survive a year-- usually they're super smart but unmotivated and/or had other issues.

Having that said, technically, almost everyone I know at Google can kick the industry average programmer's ass. Googlers tend to come from top-tier schools or top-tier companies. They made it into the system. They are hardcore, trained under the stringent Google Code Readability process. People strive to get badges on their Moma page by being Googly-- being technically good. I am not exaggerating or bragging, I'm just saying this after observing different people from different backgrounds, and relative to Google, the average tech standard is a pathetically low bar.

Anyways, if I vouch for someone from Google, then that person is almost more than technically adequate. But then again, so is 90% of the other Googlers. There are of course distinctions amongst the group of the Special Force. Some people are slow but precise (they like to work on mission critical code). Some people are fast but sloppy (they like to work on social networking sites). Some like Java. Some like Python. Some like Javascript. Some like C++. Some people are smart, and some people are simply mind blowing brilliant. The Google gene-pool isn't all homogenous.

In the end, you should not have to worry about a Googler's technical skills. You may however, have to worry about many other things, like being able to give them challenging enough of a task, making them feel like they're making a big impact to the world, and providing enough incentives and rewards for keeping them; believe me, everyone is getting poached here and there these days with ridiculous packages. Keep in mind, there's a reason why Google managers tend to come and go very fast-- an x-manager once commented to me that it's really really hard to motivate and manage someone who is clearly much smarter than you are. I wasn't a manager at Google but I can understand why. Some of the smartest people I've met in the world are people I met in Google, and a few are a total pain in the ass to work with.