At Google Inc., 97 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1064 employee surveys, with a 90% confidence level and a margin of error of ± 2.49. It was published on Sep 19, 2016. 236186 Visitors

What Employees Say

We have special and unique benefits here.
97%
 
I am given the resources and equipment to do my job.
97%
 
I'm proud to tell others I work here.
96%
 
I am able to take time off from work when I think it's necessary.
96%
 
People here are willing to give extra to get the job done.
96%
 

What They Do

We asked Google Inc. to explain what they do. Here is what they had to say.

We are a technology company aiming to organize the world’s information and make it universally accessible and useful. We specialize in Internet-related services and products, including online advertising technologies, search, cloud computing, and software.

About this Company

Website: www.google.com Industry: Information Technology
US Headquarters: Mountain View, California Worldwide Revenues: $74,541 million
Employees Worldwide: 66,575 Corporate Structure: Public
Stock Symbol: GOOGL, GOOG Founded: 1998

More than 6,000 Googlers taught more than 3,000 classes to other Googlers this year. These free educational classes cover just about every topic, from Python coding to emotional intelligence to retirement strategies.

Perks and Programs

We asked Google Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Employee Resource Groups: Our Employee Resource Groups (ERGs) are Googler-initiated networks for underrepresented employees who share values of supporting diversity and inclusion at work and within our communities. Gayglers, our LGBT+ community, held a first-of-its-kind, two-day internal transgender conference this year, covering topics from advocacy in the workplace to promoting understanding of non-binary genders. In the wake of recent racially-charged violence in the US, the Black Googlers Network (BGN), hosted a town hall that was livestreamed to offices around the globe. More than 2,500 Googlers attended or watched the town hall. Women from Google’s largest ERG, Women@Google, reached over 7,500 girls around the world with interactive-, coding-, and product demo-focused visits in Google offices around the world.
  • Expanded benefits: We provide a generous healthcare experience for all Googlers and their families. This year, we removed the cap for Googlers undergoing gender confirmation surgery and added trained concierges to help them navigate the healthcare system. We expanded our fertility program to be more generous, comprehensive, and to include elective egg freezing. We increased our reimbursement for Googlers who decide to become parents through surrogacy or adoption from $5,000 to $25,000. We also offer long-term care to Googlers looking to offset the cost of care they might need if they manage a chronic condition when they’re older.
  • Promoting pay equity: We share data with Googlers about how we pay men and women equally, and share more broadly on our re:Work site (g.co/reWork) how other companies can structure their pay practices to ensure fairness. When managers share compensation awards with Googlers, the VP of compensation hosts Q&A sessions via Hangouts (video conference) to help Googlers understand what to expect as they discuss their compensation with their managers and give Googlers the opportunity to ask any questions they want about compensation -- from questions about pay equity to how managers determine their compensation.
  • Making Google teams great: Since so much work is done collaboratively at Google, we wanted to learn what our most effective teams have in common and how we can encourage other teams to work better together. We analyzed more than 200 teams and discovered a common set of five dynamics that characterize an effective team at Google (http://goo.gl/t4MPSp). We learned that it’s the dynamics that matter rather than the structure or individual team members. All teams can opt in to take gTeams, a survey that assesses teams across those five dynamics and gives teams an uncensored report on their results. This transparency into a team’s dynamics allows leaders and team members to have frank, data-driven discussions about a team’s health and environment.
  • Google Disaster Corps: We grew our Google Disaster Corps, a program where teams of Googlers volunteer in disaster areas. This year, ten Disaster Corps volunteers partnered with NetHope to deploy Wi-Fi and install phone-charging kits along the land route through the Greek islands and western Balkans. Twenty five Wi-Fi hotspots have now been installed, serving ~300,000 refugees. Our Crisis Response team also makes critical information including emergency alerts, news updates, and donation opportunities accessible before, during, and after disasters. The team launches Person Finder when needed to help people reconnect with loved ones following a disaster. Person Finder helped families and victims in the aftermath of the 2015 Nepal earthquake and the 2016 terrorist attacks in Paris.
  • TGIF: We maintain an open culture where everyone feels comfortable contributing ideas and sharing opinions. Our CEO, Sundar Pichai, hosts weekly, company-wide meetings, TGIF, which are broadcast live to offices around the world. TGIF includes a presentation about business strategy or a product area update, and then Googlers ask Sundar and other execs questions about company issues. Googlers are encouraged to submit questions for TGIF through an internal tool, Dory, if they can’t (or opt not to) ask the question in person and Googlers decide which questions get answered by voting them up or down. Googlers who miss TGIF have several options to catch up; video replays are offered so that teams can watch TGIF together and are also published on our internal news site.
  • Fostering inclusion: Google keeps inclusion top of mind in the workplace, in our communities, and as we build products for our users. Over 80% of Googlers have participated in unbiasing workshops, which address how unconscious bias affects perceptions and interactions with others. In 2016, we celebrated Pride by documenting global Pride parades using 360° cameras, and we invited those who couldn’t march in person to celebrate using virtual reality and Google Cardboard (https://goo.gl/LyDI1u). We hosted 20+ global viewing parties throughout the summer, partnering with local NGOs and LGBT+ communities. Googlers have the opportunity to lead curricular change within computer science departments at Historically Black Colleges and Universities (HBCUs) through our Google-in-Residence (GIR) program, where instructors teach programming and computer science for an entire semester at HBCUs.

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • Free lunch on a regular, daily basis
  • Personal concierge service
  • Massage therapy
  • Fitness classes
  • Weight watchers meetings
  • Vehicle maintenance
  • Banking
  • Free beverages during the day
  • Free breakfast foods on a regular, daily basis
  • On-site package/mailing service
  • Discount ticket sales
  • Car wash
  • Hair salon
  • Dry cleaning
  • Subsidized public transportation
What started as a 20% project for Googlers is now a full-fledged effort to bring virtual reality to the masses through our Cardboard viewer.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Paid sick days after one year of full-time employment

FAMILY CARE BY THE NUMBERS

110 days Fully-paid maternity leave (does not include personal vacation or paid time off)60 days Fully-paid paternity leave (does not include personal vacation or paid time off)
$25,000 Adoption benefit60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Offsite subsidized childcare
  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • On-site or near-site backup childcare center
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Breast cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Medical facilities (at some locations)
  • Cholesterol tests
  • Flu shots
  • Fitness center (at some locations)
  • Subsidized offsite gym memberships

Diversity

  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Employees reentering the workforce
  • 250 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender reassignment surgery
Nooglers (“new” Googlers) are connected right away with Noogler Gurus, Googlers from across the company who provide one-on-one coaching to Nooglers to support them their transition into Google.At Google, we found that how a team works matters way more than who’s on the team. And we have the research to prove it; more than 9,000 Googlers have learned more about why psychological safety leads to a more effective team.

How to Get Hired

We asked Google Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We’re looking for people of all backgrounds and experiences who aren’t afraid to bring the hard questions and roll up their sleeves to build the answers. Here at Google, we move at an incredibly fast pace-- at internet speed! -- so we find that our most successful Googlers are those who can navigate ambiguity and are comfortable taking big risks towards innovation. When you interview at Google, you’ll likely interview with four or five Googlers who will be looking for four things: leadership, role-related knowledge, how you think, and Googleyness. Read more about these at:  www.google.com/about/careers/lifeatgoogle/hiringprocess/.  

What can prospective employees do to get your attention?

First off, apply! We look for people who are great at lots of things, love big challenges, and welcome big changes - so if this fits with candidates, they should be sure to let us know.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We’re hiring for many different kind of roles across Google. Check out our teams and roles site (www.google.com/about/careers/teams/) for more information!

What should interested candidates do to find out more and get started?

Visit www.google.com/careers and start exploring!  

hiring Outlook

Yes Recruits on college campuses
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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