3. When Lary met Sergy
Founders Larry Page and
Sergey Brin met at Stanford
University in 1995. By 1996,
they had built a search engine
(initially called BackRub) that
used links to determine the
importance of individual web
pages.
Google Inc.
Larry and Sergey named the
search engine they built
“Google,” a play on the word
“googol,” the mathematical
term for a 1 followed by 100
zeros. Google Inc. was born in
1998, when Sun co-founder
Andy Bechtolsheim wrote a
check for $100,000 to that
entity—which until then didn’t
exist.

4. Out of the office
The first “Google doodle” in
1998 was intended to let
visitors to the homepage know
that Google’s minders were
offline at the Burning Man
Festival in Nevada. There’s
now a team of “doodlers” and
posted more than 1,000
different doodles on
homepages worldwide.
Do-It-Yourself ads
In 2000, Google introduced
AdWords, a self-service
program for creating online ad
campaigns. Today this
advertising solutions, which
include display, mobile and
video ads as well as the simple
text ads they introduced more
than a decade ago, help
thousands of businesses grow
and be successful

5. Gmail: No joke
On April Fools' Day in 2004,
Google launched Gmail. Its
approach to email included
features like speedy search,
huge amounts of storage and
threaded messages.
Gone Public
Google’s Initial Public Offering
of 19,605,052 shares of Class A
common stock took place on
Wall Street on August 18,
2004, with opening price $85
per share

6. Location, location, location
Google acquired digital
mapping company Keyhole in
2004, and launched Google
Maps and Google Earth in
2005. Today Maps also
features live traffic, transit
directions and street-level
imagery, and Earth lets you
explore the ocean and the
moon.
Broadcast yourself
In 2006, Google 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.

7. The little green robots
Amidst rumors of a “Gphone,”
Google announced Android—
an open platform for mobile
devices—and the Open
Handset Alliance, in 2007.
The comic heard ‘round
the world
Word got out about Google
Chrome a day ahead of
schedule when a comic book
introducing our new open
source browser was shipped
earlier than planned. We
officially launched on
September 2, 2008.

8. CEO and chairman
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.
Google +
In June 2011, we introduced
the Google+ project, aimed at
bringing the nuance and
richness of real-life sharing to
the web, and making all of
Google better by including
people, their relationships and
their interests

10. •Lary Page & Sergey Brin met at
Stanford.
•As computer grads, begin
collaborating on a search engine
called BackRub.
•BackRub was operated on Stanford
servers for more than a year.
•In 1997, named it Google, (taken
from Googol, meaning 1010
1995-97
1998
•Sun co-founder Andy Bechtolsheim
wrote a check for $100000 in the name
of Google Inc.
•Set up workplace at Susan Wojcicki’s
garage at Menlo Park.
•Files for an incorporation on
September 4.
•1st employee was hired – C Silverstein.
•Placed as Top 100 websites, in PC
magazine
•Moved their office to 165, University
Avenue, Palo Alato with 8 employees.
•Omed Kordestani joins to run Sales.
•Got a capital of $25 million from
Sequoia Capital and Kleiner Perkins.
•“Googlers” term was coined.
•Company moved to Mountain View
location, Bayshore.
•Count reached to 40 employees.
1999
2000
•April: MentalPlex released.
•May: 10 language versions of
Google.com were released.
•June: partnership with Yahoo, to
become its default search provider.
•September: 5 more language versions
released.
•October: Google AdWords launched
with 350 customers.
•December: Google Toolbar released.

12. •Feb: Acquired Deja.com’s Usenet
Discussion Services.
•Mar: Eric Schmidt – Chairman of BoD.
•Jul: Image Search is launched-250 mn
images.
•Aug: 1st international office at TokyoSchmidt becomes CEO, Lary & Sergy
presidents.
• Dec: 3 billion web documents.
2001
2002
•Feb: 1st Google hardware releasedGoogle Search Appliance.
•May: Partnership with AOL – release
of Google Labs to support R & D team.
•Sep: Google News launched 4000
news sources.
•Oct: 1st Australian office at Sydney.
•Dec: Froogle (later called Google
Product Search launched.
•Feb: Acquired Pyra Labs- the creator
of Blogger.
•Mar: Acquired Appliaed Semantics –
technology bolsters for the AdSense.
•Apr: Launched Google Grants – Ad
platform for non-profit organisations.
•Dec: Launched Google Prints (later
became Google Book Search).
2003
2004
•Jan: Orkut launched Social networking
platform.
•Feb: Index of 6 bn items – 4.28 bn web
pages & 880 mn images.
•Mar: Launched Google Local (later
merged with Google Maps).
•Aug: Went for IPO of 19,605,052
shares with opening price $85/share.
•Oct: Introduced Google SMS, Desktop
Search, Google Scholar, Google Earth.

14. •Feb: 1.1 billion images indexed. Google
Maps goes live.
•Mar: Acquired Urchin, a web analytics
company that created Google Analytics.
•May: Released Blogger mobile– iGoogle
designed for personalised homepage.
•June: Mobile web search- Google Earth
•Aug: Launched Google talk.
•Dec: Gmail for mobile, Google reader
2005
2006
•Jan: Acquired dMarc – launched
Picassa.
•Feb: Gmail chat – Google news mobile.
•Mar: Acquired Writely – Google
Finance – Google Calender.
•May: Google trends – Google
Checkouts
•Oct: Acquired Youtube & JotSpot –
released Docs & Spreadsheets
•Dec: Released Patent Search.
•Feb: Gmail opened up to everyone.
•Mar: Google Apps for Education
opened to 70000 university students.
•May: Google Hot trends & Google
gears were launched.
•Sep: AdSense for mobile – Google
reader in other languages.
•Oct: partnered with IBM on
supercomputing initiative.
2007
2008
•Google translate covers 23 languages.
•Google health for accessing heath info.
•Gmail Labs, Maps for mobile released.
•Street view was introduced.
•Indexed 1 trillion unique URLs.
•Search Wiki was launched.
•Google friend Connect was made
available.
•Google Suggests also introduced.

16. •Youtube Channel, Chrome,3D Google
earth, Google Attitude were introduced.
•Google translate covered 41 languages.
•Released Google Voice – iGoogle
backdrops also launched.
•Google translate expanded to 51
languages i.e. 2550 language pairs.
•Acquired reCAPTCHA.
•New Homepage design was made.
2009
2010
•Acquired Aardvark, Picnik, Slide
•Introduced Google Apps Marketplace,
Google places (formerly Local Business
Centre), Government Requests tool.
•Announced Google TV, and Doodles.
•Launched Self Driving cars.
•Launched Google Instant Previews.
•Hotpot engine was launched.
•Chrome user base reaches to 120 mn.
•Lary Page became the CEO and Eric
Schmidt Became Executive Chairman.
•Google Art Project, Google One Pass,
Google Social Search were launched.
•A Google a Day was introduced,
acquired ITA (airline database).
•Google wallet to use phone as a
wallet.
•Google Music was launched.
2011
2012
•Google drive launched.
•Google Art Project expanded to 40
countries covering 151 museums.
•Acquired Motorola Mobility.
•Launched Trekker
•Released Youtube for iOS.
•JAM with Chrome was introduced.
•Google Comminities was introduced.

19. Web
• Web Search
• Google
Chrome
• Toolbar
Specialized
Search
• Blog Search
• Scholar
• Google Alerts
• Google Trends
Mobile
• Mobile Apps
• Maps for
Mobile
• Search for
Mobile
Home & Office
• Google Drive
• Calendar
• Gmail
• Translate
• Google Cloud
Print
Media
•
•
•
•
•
YouTube
Books
Image Search
Google News
Picasa
Social
• Blogger
• Groups
• Hangouts
• Orkut
Geo
• Google Maps
• Panoramio
Innovation
• Code

20. Google Work culture

21. Googlers solve complex problems everyday in the name
of our core mission to organize the world’s information
and make it universally accessible to our users. But
what makes working at Google truly unique is the
workplace culture that encourages innovation and a
healthy disregard for the impossible

22. How stuff works at Google
•
•
•
•
•
Life at the Googolplex is pretty sweet. Here's just a
small list of the amenities you can find there:
Several café stations where employees can gather to
eat free food and have conversations
Snack rooms stocked with goodies ranging from candy
to healthy foods like carrots and yogurt
Exercise rooms
Game rooms with video games, football, pool
tables and ping-pong.
A baby grand piano for those who enjoy tickling the
ivories

24. In addition to these amenities, Google employees
receive a comprehensive benefits package that
includes not only medical and dental coverage,
but also a host of other services. These include
tuition reimbursement, a child care
centre, adoption assistance services, an on-site
doctor, financial planning classes and lots of
opportunities to gather with co-workers at special
corporate events. Google's philosophy also places
importance on non-profit work, and so Google
will match up to $3,000 of any employee's
contributions to non-profit organizations.

25. Malaysians at Google happy with work
environment
• Opportunity to meet the Malaysian PM
• Opportunity to work with cool technology
• Very broad minded approach ( nobody reacts
negatively to people of different shapes and
sizes)
• Most of the employees claim that work
culture vastly different from that of other
organisations.

26. A Culture Built on Qualitative and
Quantitative Data
• Human resources, or People Operations, is a
science at Google. They’re always testing to
find ways to optimize their people, both in
terms of happiness and performance. In fact,
almost everything Google does is based off
data. So it should come as no surprise that
Google uses all sorts of data to gauge
employees and improve their productivity.

27. Project Oxygen
• IN early 2009, statisticians inside the
Googolplex here embarked on a plan codenamed Project Oxygen.
• Mission was to build better bosses
• It included analyzing performance reviews,
feedback surveys and nominations for topmanager awards. They correlated phrases,
words, praise and complaints.

28. • The people analytics team produced what
Google called “ Eight Habits of Highly Effective
Google Managers”.
They included :
a) Have a clear vision and strategy for the team
b) Help your employees with career
development.
c) Don’t be a sissy: Be productive and resultsoriented.

30. Google Talent Acquisition
Recruitment

31. RECRUITMENT OVERVIEW
•
•
•
•
•
•
•
•
•
On average, Google takes about 45 days to hire.
8000 people hired in 2012
Emphasizes on selecting the right candidate
Founders themselves are apart of the process
Look for team players-Independent committees of
Googlers help us ensure we’re hiring for the long term
Right person for the right job
Person Culture fit-GOOGLINESS-the company’s term for
how well someone will fit into its workplace culture
Use Data Analytics
Very Gen Y- change oriented

32. HOW DO THEY DO IT???
• Select people with the right frame of mind
– “Nooglers”- someone who’s good for the role, good for Google and good at lots
of things.
– Team Players.
• Use the right mix of strategies to attract talent
– Employer Branding- top 10 reasons to work in Google
– Encourage diversity of both cultural ethnicity and skills
– University Programs
• Google student ambassador program
• Computer Science Summer Institute
– New innovative ways of reaching out for prospectus candidates
•
•
•
•
Employee Referral programs
Contests- Code Jam
BOLD-Building Opportunities for Leadership Development- Engineering internships
Social Media
• Collect feedback from multiple Googlers - First a small group of staffers
interviews the candidates. Then a second committee reviews all materials
about the applicants, including those they submitted on their own behalf as
well as interviewer feedback.

33. LEADERSHIP
GOOGLEYNESS
RECRUITMENT
HOW ONE
THINKS
ROLE-RELATED
KNOWLEDGE

34. RECRUITMENT STRATEGY
• Leadership
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.
• Role-Related Knowledge
Experience, background, skills and subject matter knowledge
• How You Think
role-related questions that provide insight into how you solve
problems. Show how to tackle the problem presented
• Googleyness
lookfor signs around your comfort with ambiguity, your bias to
action and your collaborative nature.

35. WHY DOES IT WORK??
•
•
•
•
•
Hiring is everyone’s job
Feedback on your feedback
No Single Hiring Manager
Compensation fairness
Only hire the best fit

36. HOW ARE THEY DIFFERENT??
• Strategic “Disruptive Recruiting”Doing things in the most disruptive and different ways
Attracts best of employees
At times goes against them as they might loose the cream
of employees due to the pace
• The World’s First Recruiting Culture
Not only does Google fund recruiting to the point where
the function is in a league by itself, but they have also gone
to the extraordinary step of changing the way employees
work in order to attract and retain the very best

37. HOW ARE THEY DIFFERENT??
• Google Has Changed Work Itself With “20% Time”
– Careful crafting of job
• Working on interesting work
• Learning continuously
• Constantly challenged to do more
• Feeling that they are adding value
– “20% work.”
• The employee works the equivalent of one-day-a-week on
their own researching individually selected projects that
the company funds and supports
• Driven the company’s phenomenal success in product and
service innovation

38. HOW ARE THEY DIFFERENT??
• The World’s Largest Recruiting Budget
• Google recruitment has a ratio of 1 recruiter for every
14 employees (14:1)
• The Benefits Are Breathtaking
•
•
•
•
Flexible hours
Casual dressing
Massage and yoga
Can bring dogs to work, etc

39. CRITICISMS OF THE PROCESS & OUR
TAKE
• Placing more emphasis on education and background than on
experience – criticism
• Education is important but experience is equally important
• According to the latest reports, the proportion of people
without any college education at Google has increased over
time - 14 percent of the team made up of people who’ve
never gone to college
• Ability to perform is completely unrelated to how you
performed when you were in school, because the skills
required are different
• Different environment-actual workplace
GPAs don’t predict anything about who is going to be a successful employee
- Laszlo Bock, Google’s senior vice president for people operations

40. Innovations At Google

41. INNOVATION AND CREATIVITY
• Google realized that to maintain its growth, the company had to come
out with new products/features but the problem was how to convert
ideas into a successful product
• To overcome this problem google came up with a solution through a
program called sparrow
• In this program googlers can create web pages with their new ideas
which in turn enabled everyone to test those ideas
• After feasible and user friendly ideas were selected , they were brought
up for discussion where the engineer whose idea was selected was given
10 minutes to present his idea
• If he/she was successful in defending the idea , then it would be turned
into a product with the project headed by the Googler who presented it.
• In 2002 Google launched Google labs, which allowed the public to test
and provide feedback to new product/technology, this helped the
company to identify the bad ideas fast and discard them fast

42. THE EIGHT PILLARS OF INNOVATION

43. 1. HAVE A MISSION THAT MATTERS
• Work can be more than a job when it stands for something you care about.
• Their mission is one that has the potential to touch many lives, and they make
sure that all their employees feel connected to it and empowered to help
achieve it.
2. THINK BIG BUT START SMALL
• Google works on the principle that no matter how ambitious the plan, you
have to roll up your sleeves and start somewhere
• Google books, which has brought the content of millions of books online was
an idea that LARRY PAGE had for a long time . People thought it was crazy
even to try but he went ahead , began scanning pages and realized it would
be possible to bring the world’s book online.
3. STRIVE FOR CONTINUAL INNOVATION, NOT INSTANT PERFECTION
• Not many people remember that because they kept iterating and eventually
reached the model they have today. And they’re still improving it
• Their iterative process often teaches them invaluable lessons. Watching users ‘in
the wild’ as they use their products is the best way to find out what works, then
they can act on that feedback.
• Iterating has served them well. They weren’t first to Search, but they were able to
make progress in the market by working quickly, learning faster and taking their
next steps based on data.

44. 4. LOOK FOR IDEAS EVERYWHERE
• Some of the best ideas at Google are sparked just like that – when small
groups of Googlers take a break on a random afternoon and start talking
about things that excite them.
5. SHARE EVERYTHING
• Our employees know pretty much everything that’s going on and why
decisions are made.
• By sharing everything, you encourage the discussion, exchange and reinterpretation of ideas, which can lead to unexpected and innovative
outcomes.
6. SPARK WITH IMAGINATION, FUEL WITH DATA
• In their fast-evolving market, it’s hard for people to know, or even
imagine, what they want. That’s why they recruit people who believe the
impossible can become a reality.
• They try to encourage this type of blue-sky thinking through ‘20 percent
time’ – a full day a week during which engineers can work on whatever
they want.

45. 7. BE A PLATFORM
• There is so much awe-inspiring innovation being driven by people all
over the globe. That’s why they believe so strongly in the power of
open technologies.
• This openness helps to move the needle forward for everyone
involved.
• Google Earth, for example, allows developers to build ‘layers’ on top of
their maps and share them with the world.
8. NEVER FAIL TO FAIL
• Google is known for YOUTUBE, not Google Video Player. The thing is,
people remember your hits more than your misses. It’s okay to fail as
long as you learn from your mistakes and correct them fast.
• Their growing Google workforce comes to them from all over the
world, bringing with them vastly different experiences and
backgrounds. A set of strong common principles for a company makes
it possible for all its employees to work as one and move forward
together.
• They work on the principle to say ‘yes’ and resist a culture of ‘no’,
accept the inevitability of failures, and continue iterating until we get
things right.

48. Criticism of Google

49. LONG WORKING HOURS
Google believes fresh graduates don’t have a life outside
office
Google tries to make it congenial for employees by
providing them services like: laundry, health care, on site
dental care, gym etc.
Normal working hours are 10am – 6 pm but office goes
along with employees through their mails and
smartphones.

50. Recruitment policy
Google is notorious for its hiring and recruitment
procedures.
It has been criticized for focusing on academic
background and grades wherein experience and others
factors have been given a backseat.
Google is still primitive in it’s general approach of
recruitment policy as compared to other organizations
like Microsoft , apple etc.

51. Exploitation of Contract workers
Ill treatment of contract workers.
30% of total recruitment on contractual basis
Contractual workers are not given employee benefits ,
stock options and access to intranet and meetings etc.
Regular v/s contractual employees

52. OFFICE ARRANGEMENTS
Google believes that developers are, with few exceptions,
interchangeable parts.
 This philosophy shows through in their office
arrangements which in Mountain View are all over the
map.
There are glass-walled offices, there are open-space
areas, there are cubicles, there are people who’s desks
are literally in hallways because there’s no room
anywhere else.
Google doesn’t seem to think that private offices are
valuable for technical staff. They’re wrong.

53. WHERE IS HIERARCHY???
There are front-line developers, and then their manager.
 Managers quasi-own products and their employees tend to
work on their projects, but not always.
conflict resolution between team members is very complex
– the product’s manager isn’t involved day-to-day, probably
doesn’t actually manage all of the peers who are trying to
resolve a conflict, and likely hasn’t spent any time with their
employees anyway.
The overall structure is:
Tons (a hundred or more) of individual contributors
report to
a middle manager who reports to
a division V.P. who reports to
the management team (Larry, Sergie, etc.)

54. Plans for career growth!!!!
Not really.
There is no career development plan from individual
contributor to manager.
Basically if you get good reviews, you get more money and
a fancier title (“Senior Software Engineer II”) but that’s
about it.

55. Decline in employee behavior and
values
Rising no. of disciplinary issues.
Lack of mutual respect and recognition.
Behavioral related problems due to lack of work life
balance and work overload.
Unproductive meetings due to lack of time discipline,
casual attitude and arrogance.

56. References
•
•
•
•
https://www.youtube.com/watch?v=w887NIa_V9w
https://www.youtube.com/watch?v=JcXF1YirPrQ
www.google.com/about/company
https://www.google.co.in/think/articles