I was approached by a recruiter through LinkedIn for a position within GCP. The process moved quite fast from there, involving four formal and a couple of informal interviews.

The formal interviews were:

1. Role-related: This interview was with an experienced GCP engineer. I was asked questions ranging from cloud technologies in general to specific GCP questions. I was expected to verbally demonstrate design, technology choices, and architecture, but not to code anything.
2. Cognitive ability: This interview was with a senior executive. Google no longer asks typical brain teaser questions; instead, they focus on presenting real-life scenarios with follow-up questions based on your answers.

Both of the above interviews were conducted back-to-back over Hangouts. The final phase of interviews also consisted of two back-to-back onsite interviews, as follows:

1. Leadership & Googlyness: This interview was also conducted by someone in a leadership position. The goal was to assess my cultural fit for Google and my ability to grow within Google as a leader (if the opportunity arose!). You are expected to answer these questions in light of real-life situations from your past career.
2. Panel interview: This interview had two parts. The main part focused on presenting a solution to a case study, where the panel interviewers would take different roles, such as customers, and ask questions, interrupting regularly. Time management could become tricky during this interview due to the frequent questions and the need to present different architectures and give a demo within GCP. The second part of this interview consisted of a short presentation on a topic related to your passion, where you would tell the audience about something you enjoy doing outside of work.

The recruiter would send you topics around which you should prepare for the interviews. You should read those areas well.