Google Hr Policies
Content
GOOGLE
History of GOOGLE
Google was founded by Larry Page and Sergey Brin
while they were Ph.D. students at Stanford
University. Together, they own about 14 percent of
its shares and control 56 percent of the stockholder
voting power through supervoting stock. They
incorporated Google as a privately held company
on September 4, 1998.
In 2000, we introduced AdWords, a self-service
program for creating online ad campaigns. Today
our advertising solutions, which include display,
mobile and video ads as well as the simple text ads
we introduced more than a decade ago, help
thousands of businesses grow and be successful.
On April Fools' Day in 2004, we launched Gmail.
Our approach to email included features like
speedy search, huge amounts of storage and
threaded messages.
In 2006, we acquired online video sharing site
YouTube. Today 60 hours of video are uploaded to
the site every minute. Cat videos, citizen
journalism, political candidacy and double rainbows
have never been the same.
Amidst rumors of a “Gphone,” we announced
Android—an open platform for mobile devices—and
the Open Handset Alliance, in 2007.
Larry Page, Google’s original CEO until 2001, took
up the title again in April 2011. Eric Schmidt, now
our executive chairman, served in the role for 10
years.
In June 2011, we introduced the Google+ project,
aimed at bringing the nuance and richness of reallife sharing to the web, and making all of Google
better by including people, their relationships and
their interests
MISSION & VISION OF GOOGLE
Google’s vision statement is “to provide access
to the world’s information in one click.”
Google’s mission statement is “to organize the
world’s information and make it universally
accessible and useful.”
RECRIUTMENT & SELECTION PROCESS :
How we hire
We’re looking for our next Noogler - someone
who’s good for the role, good for Google and good
at lots of things.
Things move quickly around here. At Internet
speed. That means we have to be nimble, both in
how we work and how we hire. We look for people
who are great at lots of things, love big challenges
and welcome big changes. We can’t have too many
specialists in just one particular area. We’re looking
for people who are good for Google—and not just
for right now, but for the long term.
This is the core of how we hire. Our process is
pretty basic; the path to getting hired usually
involves a first conversation with a recruiter, a
phone interview and an onsite interview at one of
our offices. But there are a few things we’ve baked
in along the way that make getting hired at Google
a little different.
How we interview
We’re looking for smart, team-oriented people who
can get things done. When you interview at
Google, you’ll likely interview with four or five
Googlers. They’re looking for four things:
1)
Leadership
We’ll want to know how you’ve flexed different
muscles in different situations in order to mobilize
a team. This might be by asserting a leadership
role at work or with an organization, or by helping a
team succeed when you weren’t officially
appointed as the leader.
2)
Role-Related Knowledge
We’re looking for people who have a variety of
strengths and passions, not just isolated skill sets.
We also want to make sure that you have the
experience and the background that will set you up
for success in your role. For engineering candidates
in particular, we’ll be looking to check out your
coding skills and technical areas of expertise.
3)
How You Think
We’re less concerned about grades and transcripts
and more interested in how you think. We’re likely
to ask you some role-related questions that provide
insight into how you solve problems. Show us how
you would tackle the problem presented--don’t get
hung up on nailing the “right” answer.
4)
Googleyness
We want to get a feel for what makes you, well,
you. We also want to make sure this is a place
you’ll thrive, so we’ll be looking for signs around
your comfort with ambiguity, your bias to action
and your collaborative nature.
How we decide
There are also a few other things we do to make
sure we’re always hiring the right candidate for the
right role and for Google.
We collect feedback from multiple Googlers
At Google, you work on tons of projects with
different groups of Googlers, across many teams
and time zones. To give you a sense of what
working here is really like, some of your
interviewers could be potential teammates, but
some interviewers will be with other teams. This
helps us see how you might collaborate and fit in
at Google overall.
Independent committees of Googlers help us
ensure we’re hiring for the long term
An independent committee of Googlers review
feedback from all of the interviewers. This
committee is responsible for ensuring our hiring
process is fair and that we’re holding true to our
“good for Google” standards as we grow.
We believe that if you hire great people and involve
them intensively in the hiring process, you’ll get
more great people. Over the past couple of years,
we’ve spent a lot of time making our hiring process
as efficient as possible - reducing time-to-hire and
increasing our communications to candidates.
While involving Googlers in our process does take
longer, we believe it’s worth it. Our early Googlers
identified these principles more than ten years ago,
and it’s what allows us to hold true to who we are
as we grow.
These core principles are true across Google, but
when it comes to specifics, there are some pieces
of our process that look a little different across
teams. Our recruiters can help you navigate
through these as the time comes.
At Google, we don’t just accept difference - we
celebrate it, we support it, and we thrive on it for
the benefit of our employees, our products and our
community. Google is proud to be an equal
opportunity workplace and is an affirmative action
employer.
History of GOOGLE
Google was founded by Larry Page and Sergey Brin
while they were Ph.D. students at Stanford
University. Together, they own about 14 percent of
its shares and control 56 percent of the stockholder
voting power through supervoting stock. They
incorporated Google as a privately held company
on September 4, 1998.
In 2000, we introduced AdWords, a self-service
program for creating online ad campaigns. Today
our advertising solutions, which include display,
mobile and video ads as well as the simple text ads
we introduced more than a decade ago, help
thousands of businesses grow and be successful.
On April Fools' Day in 2004, we launched Gmail.
Our approach to email included features like
speedy search, huge amounts of storage and
threaded messages.
In 2006, we acquired online video sharing site
YouTube. Today 60 hours of video are uploaded to
the site every minute. Cat videos, citizen
journalism, political candidacy and double rainbows
have never been the same.
Amidst rumors of a “Gphone,” we announced
Android—an open platform for mobile devices—and
the Open Handset Alliance, in 2007.
Larry Page, Google’s original CEO until 2001, took
up the title again in April 2011. Eric Schmidt, now
our executive chairman, served in the role for 10
years.
In June 2011, we introduced the Google+ project,
aimed at bringing the nuance and richness of reallife sharing to the web, and making all of Google
better by including people, their relationships and
their interests
MISSION & VISION OF GOOGLE
Google’s vision statement is “to provide access
to the world’s information in one click.”
Google’s mission statement is “to organize the
world’s information and make it universally
accessible and useful.”
RECRIUTMENT & SELECTION PROCESS :
How we hire
We’re looking for our next Noogler - someone
who’s good for the role, good for Google and good
at lots of things.
Things move quickly around here. At Internet
speed. That means we have to be nimble, both in
how we work and how we hire. We look for people
who are great at lots of things, love big challenges
and welcome big changes. We can’t have too many
specialists in just one particular area. We’re looking
for people who are good for Google—and not just
for right now, but for the long term.
This is the core of how we hire. Our process is
pretty basic; the path to getting hired usually
involves a first conversation with a recruiter, a
phone interview and an onsite interview at one of
our offices. But there are a few things we’ve baked
in along the way that make getting hired at Google
a little different.
How we interview
We’re looking for smart, team-oriented people who
can get things done. When you interview at
Google, you’ll likely interview with four or five
Googlers. They’re looking for four things:
1)
Leadership
We’ll want to know how you’ve flexed different
muscles in different situations in order to mobilize
a team. This might be by asserting a leadership
role at work or with an organization, or by helping a
team succeed when you weren’t officially
appointed as the leader.
2)
Role-Related Knowledge
We’re looking for people who have a variety of
strengths and passions, not just isolated skill sets.
We also want to make sure that you have the
experience and the background that will set you up
for success in your role. For engineering candidates
in particular, we’ll be looking to check out your
coding skills and technical areas of expertise.
3)
How You Think
We’re less concerned about grades and transcripts
and more interested in how you think. We’re likely
to ask you some role-related questions that provide
insight into how you solve problems. Show us how
you would tackle the problem presented--don’t get
hung up on nailing the “right” answer.
4)
Googleyness
We want to get a feel for what makes you, well,
you. We also want to make sure this is a place
you’ll thrive, so we’ll be looking for signs around
your comfort with ambiguity, your bias to action
and your collaborative nature.
How we decide
There are also a few other things we do to make
sure we’re always hiring the right candidate for the
right role and for Google.
We collect feedback from multiple Googlers
At Google, you work on tons of projects with
different groups of Googlers, across many teams
and time zones. To give you a sense of what
working here is really like, some of your
interviewers could be potential teammates, but
some interviewers will be with other teams. This
helps us see how you might collaborate and fit in
at Google overall.
Independent committees of Googlers help us
ensure we’re hiring for the long term
An independent committee of Googlers review
feedback from all of the interviewers. This
committee is responsible for ensuring our hiring
process is fair and that we’re holding true to our
“good for Google” standards as we grow.
We believe that if you hire great people and involve
them intensively in the hiring process, you’ll get
more great people. Over the past couple of years,
we’ve spent a lot of time making our hiring process
as efficient as possible - reducing time-to-hire and
increasing our communications to candidates.
While involving Googlers in our process does take
longer, we believe it’s worth it. Our early Googlers
identified these principles more than ten years ago,
and it’s what allows us to hold true to who we are
as we grow.
These core principles are true across Google, but
when it comes to specifics, there are some pieces
of our process that look a little different across
teams. Our recruiters can help you navigate
through these as the time comes.
At Google, we don’t just accept difference - we
celebrate it, we support it, and we thrive on it for
the benefit of our employees, our products and our
community. Google is proud to be an equal
opportunity workplace and is an affirmative action
employer.
