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company

Google

Headquarters

Mountain View, CA

employees

10,000 +

industry

Tech

Representation - Gender Identity

68%
Male
32%
Female

Representation - Race

3.7%
Black
41.9%
Asian
5.9%
Latinx
0.8%
Native American
51.7%
White
Other

How do I make my application stand out?

July 8, 2020

I lean heavily into the STAR methodology. Be very clear with your answers and take the time to bucket your responses. Answer with clearly-communicated stories. Read a lot about the industry news and about what competitors are doing.

June 17, 2020

"It helps to have a story that you can use to frame your experiences and say why you want to be at Google. For example, my background is not in tech or even the corporate world. I studied English in school and worked at non-profits. What was important was that I was able to highlight those experiences in ways that were relevant to why I would want to work at Google. Don’t try to fit whatever mold you might believe a tech company is looking for."

June 17, 2020

It’s important to be able to show knowledge of Google marketing. Have specific examples of past Google marketing campaigns, and be able to talk about why they’re worked or didn’t work, and what you would have changed. Also be able to speak about other companies and their marketing campaigns to talk about why they were or were not successful. Be prepared to answer hypothetical marketing questions - ex: “come up with a campaign that targets an audience that Google Drive doesn’t already target.” Also, be ready to answer hypothetical problem solving problems that aren’t necessarily related to marketing. Ex: “How would you calculate the number of sneakers in America?” They will ask those to see how you think.

June 13, 2020

If you don’t go to a top-tier school, try to have some side-projects that you can point to and make yourself stand out. Create a website or an app, and use that in your application. Also, participate in the coding competitions. Those are good simulations of the actual interview process, and if you stand out, Google will reach out to you for an interview.

What’s the best way to prepare for the interview?

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What should I do soon after I start working?

July 8, 2020

I found myself an unofficial mentor (they recommend that you never ask someone to be your mentor because that puts a burden on them). I did a few coffee chats with people that are on cross-functional teams. For those that seemed to have my interests and values, I set up recurring chats with them.

June 3, 2020

Actively seek out the ERGs and get involved in them. You can only get so much from being on the list-servs for the diversity programs, so you have to go to the events and meet people to hear experiences that are similar to your own.

May 27, 2020

Make sure that you understand how to use all of the different Google products. It’s interesting because the products that you use internally are also the products that you use for your day to day life. Make sure that you spend the time understanding how to use the tools, and that you find a mentor that you can ask those beginner questions to. You need someone that you can bounce ideas off of.

What do I need to do to get promoted?

June 4, 2020

Working hard isn’t always enough. I’ve always had the mentality that if I work hard, I’ll get noticed. In my first year, I thought like that, and that wasn’t the case. You have to know the system and know your path. Understand what it means to get promoted, and be upfront with your boss about seeking a promotion. You should look to your boss as an ally, and the way to keep an ally is to do good work and make things easy for them. Make sure you’re focusing on your core work, but also on your team contributions. I compare us to politicians who are always looking to get funding. It’s similar for promotions. You want to make sure that you’re always tracking the work you’ve done and having continuous conversations with your manager to check in.

June 3, 2020

You have to schmooze a bit to get promoted. If you have a lead that you know will advocate for you, then you’re probably in a good spot. If you’re like me right now and you don’t have that, what you unofficially have to do is get other leads to get acclimated to your work. That way, they can advocate informally for you during promotion discussions. It can be tough because most of the leads are white women, so people might have time connecting with them.

June 1, 2020

You have to be loud and be explicit with your manager in saying that you do want a promotion. You also need to be really good at your job. At Google, all the business units are under levels. If you go from L3 to L4 in sales, that means that you’re L4 in all the business units. You can’t get to certain roles unless you have a certain level. Often people talk about wanting to do work in a different business unit than the one they’re currently in, but they don’t realize that they have to exceed in all parts of their current role before they can transfer. I’ve noticed, especially for Black people, that people are too forthcoming with managers in telling them that they want to work in other units, which ends up backfiring as they are stuck for longer in an under-leveled role and they don’t get promoted.

May 27, 2020

I have monthly career conversations with my manager. I have a document that tracks how I’m doing with different OKR’s (Objective & Key Results). I’ll ask my manager to give me work that will help me reach certain goals that I have. Right now, I’m trying to increase my data and technical skills, so I sat down with my manager to figure out what we could work together on to reach that goal. We also have a rating system for promotions, so I work to figure out what I need to do to get to that next level. Make sure that your manager is helping you progress, because no one else will do it for you.

July 26, 2020

Associate Product Marketing Manager

San Francisco, CA

tenure:

1-3 years

Company culture

It’s open and inclusive. It’s very easy to voice opinions without worrying about the effects. Like many big companies, it’s very political. The one who speaks the loudest in the room often gets the promotion.

Company culture

It’s hard to feel impactful. Most roles that junior people fall under are very small buckets of larger projects. You feel like you’re doing something operational. Even if you were to get on a big project, you wouldn't want to because there are so many blockers - legal reviews, PR reviews - that are in your way. It’s hard to feel like you matter to the company.

Diversity programs

The ERGs at Google are too big. They have their own executive boards that are made up of very senior people. They aren’t as accessible or tight-knit as other company programs, and they’re impersonal. I read the events that they have and get the newsletters, but I don’t actively participate.

Relationships with manager(s)

Both of my managers are new hires; it was both of their first times managing. The relationship has been very open. There have been requests to up-manage and get feedback from me, and I was comfortable giving that feedback, but in both cases I felt like I wasn't set up for success in the beginning of the relationship. I wish they would have invested more in talking about my career with me.

June 22, 2020

(Former) Technical Recruiter

tenure:

Less than 1 year

Company culture

I was a contractor and then I became full-time. As a contractor, the culture is different than if you’re full time. Your team really impacts your experience with the culture. On my first team, I felt like I could be myself, and I felt like I was embraced for that. On my second team, I knew the manager was newer, so I didn’t have as positive of an experience. If I hadn’t had that positive experience with that first manager, I probably wouldn’t have stayed at Google as long. In terms of work-life balance, it depends on your manager, but they let me be myself and work as I wanted, as long as I was doing my work.

Diversity programs

I think the diversity programs are effective. Over the last few years, they really started to be genuinely interested in diversity. Google has partnered with different minority groups - HBCU’s, etc. - to make an effort to start earlier in the cycle for recruiting minorities. They also had training and content around being aware of unconscious biases, especially in recruiting.

Diversity programs

I had two managers; the first was good. I got all of the support that I needed from him. He understood his limitations, and was able to advise me on the things he knew about, but then he also was able to point me towards people that could help me with other things if he wasn’t as knowledgeable. He was really good about making sure I knew what questions I needed to ask. He was the best manager I’ve ever had. The second manager was not as good. He wasn’t good at giving specific recommendations for different problems. He wasn’t a good listener and he didn’t look to understand the problem; he just gave a response. The team was bigger and I think he was just kind of spread too thin. Overall, Google does a better job of promoting and developing managers than Facebook does.

June 22, 2020

Associate Product Marketing Manager, Youtube

tenure:

1-3 years

Company culture

Google is such a huge company, it’s basically 100 companies in one. It depends a lot on your bigger team. On my first team I felt super comfortable because it was fairly diverse and our leaders made an effort to created an open environment for expressing concerns, work-related or not. I have seen other teams that don’t really embrace the same culture. I know some people that say that they don’t feel comfortable openly talking with their teams. From what I’ve heard, the marketing org is much more inclusive and facilitates more open dialogue around race and other structural problems inside and outside of the company than the engineering org. They don’t have as many conversations around creating inclusive environments.

Relationships with manager(s)

I’ve been lucky in terms of management. Both of my managers have been women of color, and they’ve made efforts to hold activities that foster community. I’ve been on two different teams, and my first manager definitely cared a lot about fostering a community within the team. She always checked in, and I would've felt very comfortable talking to her about anything. My second manager always starts meetings with an emotional check-in and asks if there’s anything going on in our lives outside of work that we’d like to bring up. There was an incident where our leadership made an offensive comment in a meeting. I brought it up with my manager and she supported me and helped me send an email about it.

End-to-end

The makeup of the leadership team doesn’t have enough diversity. It’s something that they’re working on, but as of now it isn’t great.

Training and career development

They have implicit bias training, but it is not very helpful. They are basically just click-through online classes. The online implicit bias trainings are mandatory to take annually. Managers have to go through diversity training, but it’s unclear what happens in that training or how they apply the training in the workplace. There's also a lot of in-person diversity/allyship trainings but rarely are they mandatory. There's some training around that baked into the orientation every employee goes through when they first start at Google, but after that, I don't think any in-person trainings around diversity/allyship are mandatory.

Salary and benefits

I think Google is one of the best companies for benefits. I know a lot of other companies like Apple and Adobe do subsidized meals, but we get fully free meals. We also have access to resources. For example, if you take a class, even if it is unrelated to your work, they’ll pay for a third of it. There are also gyms and massages on campus.

June 16, 2020

Partner Manager

San Francisco, CA

tenure:

5-10 years

Diversity programs

The diversity programs do well. The ERGs are really good; they're a big reason why I have stayed at Google. Every year, there’s an outreach trip where we go to a different part of the country and do service work with different communities. We went to New Orleans after Katrina, to Charleston after the shootings in 2015. The groups vary based on the office. I definitely feel like there’s a sense of community with the ERGs.

Diversity programs

I think that Google cares. They explicitly say that they want their minority employees to succeed. Google doesn’t have a diversity problem, it has an attrition program. They can’t cultivate Black people to stay at the firm and move upward. For example, with the BOLD program, probably 75% of the new hires leave the firm after 1-3 years. The company often brings in people, but then under-levels them. That’s the case as a whole, but especially for Black people. People might have been an Account Executive at another company, but they come to Google as an Account Manager. That leads to them not getting enough work, getting bored, and ultimately wanting to leave.

Promotion discussions

The promotion process is not clear to many people, but it’s especially opaque for Black people. There aren’t that many blacks on P&Ls at Google and generally blacks either leave the company after 1-2 years or transition to DEI or other non P&L facing roles. Blacks are typically the last to be promoted and are under-leveled and underpaid when they come into Google

Relationships with manager(s)

I’ve never had a Black manager. I have had a number of white female managers. Most have been good. Some are horrible Managers vary in the amount of support that they provide. They come from many of the same backgrounds in terms of Ivy League schools or prior work experience, so when they come to Google and they have their first interactions with Black people, they often have trouble interacting with them.

June 11, 2020

Staffing Services Associate

San Francisco, CA

tenure:

1-3 years

Promotion discussions

We’re reviewed twice a year, and we have to submit self-assessments where we review everything that we’ve done over the last six months. I really like that we get to self-advocate and pick our peer reviewers, but it’s hard for two reasons: 1. The self-advocacy skill is really important. White men are typically much more comfortable talking about the work they're doing, so if you aren’t comfortable talking about your work, it’s hard to present your case, and then your manager has an even harder time presenting your case. This happens even more so for people in Strategy and Operations, where you don’t have set metrics to hit. 2. You have to have great relationships with your manager. It’s not always the easiest to relate to white straight men, who dominate the manager position. You don’t know what they’re saying in those meetings.

Promotion discussions

I just wish the promotion process was more equitable and transparent. I’ve seen first-hand that the promotions aren’t fair, and some deserving people have gotten passed over while others have gotten promoted.

Diversity programs

My experience has been relatively positive. The LGBT ERG is called the Gayglers. I do really like that the ERG is a great way to network and meet other people in the company. They do a good job about educating members and supporting one another. The part I don’t like is that there’s a bit of a divide between the older Gayglers and the younger ones. There’s been some controversy around renaming the group to include people that have different sexual identifications.

Relationships with manager(s)

My relationships have been inconsistent. I had one manager that came from a consulting company, and she was big on being transparent and supportive. My current lead is much harder to relate to. It’s difficult because we have a great interpersonal relationship, but there are times when I feel like he’s not very transparent with us and I leave conversations feeling like I don’t have clarity. Your relationship with your manager shouldn’t be an obstacle. I feel like I have to circumvent him to get a promotion. I instead try to work with LGBT leads, but there’s only one on a global level.

Training and career development

I’ve found a mentor through the ERG buddy program. She’s LGBTQ and she’s helped check me a lot. Since I’m entry-level, she’s helped to give me an objective look at my career. She helped me edit my resume and also seek out other career opportunities at the company.

June 9, 2020

Legal Assistant

West Region

tenure:

5-10 years

Diversity programs

The ERG’s are part of the culture. I’ve made a lot of good friends through HOLA - the Latino ERG.

Training and career development

There is a six-month period where you’re called a ‘Newgler’ and you go through initial training for your role. I had to put my head down and learn about my role. I did discover that asking questions and open communication was encouraged. There are Googler to Googler opportunities where you can learn things like Yoga or Python from another employee. I started classes on graphic design. If there are things that you want to learn, that’s a great conversation to have with your manager to find a way to incorporate those things into your work.

Company culture

When I started, and I felt very accepted very quickly by my peers. Googlers in general will be pretty happy to help you out. I’ve made a lot of good friends at the firm. You can be as isolated or as included as you want. Since I was on the main campus in Mountain View for a couple years, there were some really fun events. I spoke to friends at Microsoft, and they said it’s not like that there. I know some people have had bad experiences, but those experiences are based on working with bad apples.

Relationships with manager(s)

I've have more than a handfull of managers over the years. It definitely inhibited my growth to a point. There were a lot of unfortunate circumstances where managers switched companies or I got moved to a different part of the organization, and that hurt my morale. My first manager was not very understanding. Middle managers are generally just worried about their own bottom line, although in some cases, you have managers that care and want you to grow. You have to try to figure out what kind of manager that you have. Figure out the personality type of your manager and how to approach them so you can get where you want to be. I’ve also learned to change my own approach to be more direct about wanting a promotion and making sure that I outline the things I need to do to get promoted. "

End-to-end

There are a lot of good mental health resources. That’s a big topic today, and the firm has done a good job promoting empathy amongst employees. Everyone has their own communication style, and it’s about learning how to communicate with different kinds of people.

June 3, 2020

Financial Analyst

West Region

tenure:

3-5 years

Application and interview process

I met Google recruiters through the MLT (Management Leadership for Tomorrow) process. One of the interviewers ended up being my first manager. I was interviewing mainly for consulting positions at the time, so it helped that I had practiced case interviews because I could use some of those frameworks for the Google interview.

Promotion discussions

I’ve been lucky to have managers that have really vouched for me and really supported me during my career. At the same time, I’m really upfront about what I want, so in a way, they don’t have a choice.

Company culture

Tech is such a different industry in comparison to other industries. We have wellness centers on campus at work, so if you have certain doctor’s appointments, you can just go to the on campus doctor. They gave us a company-wide day off last week to prevent burnout with all the COVID-19 going on. Sometimes, it can be hard to unplug because the work culture is so flexible. So, if I’m on a flight, I can pull out my laptop and start working. It’s different compared to my friends in Finance who can only access their work on private networks.

Diversity programs

I’m involved in Black Googler Network. When I first started, I was really involved with different ERGs. I planned countless events for Black people where I’d bring in speakers or set up panels. There aren’t that many Black people in the Bay area, so I felt that if I wasn’t involved with the ERG’s, I wouldn’t have felt as comfortable. Knowing that I can ping our Black group and ask where I can get my hair braided and get a lot of responses is great.

Relationships with manager(s)

When I was up for promotion, the way my last manager came for me made me feel loved and supported. She told me what to do for my performance reviews and what experiences to highlight so that I was ready and so that I knew what I was talking about. When you go through the process, you create a packet of the work that you’ve done, and she was so supportive in making sure that the way I spoke about my work was detailed to say “I did XYZ, and this was the end result.” I couldn’t have expressed the work that I did to that caliber without her assistance.

May 28, 2020

(Former) Associate

West Region

tenure:

Relationships with manager(s)

The relationship is mainly metrics driven. While managers intend to be fair, there is a bell curve applied to the team. During each review cycle, Managers must designate who will receive top and lowest scores. Depending on your relationship with your manager, it might be important to closely align your accomplishments with a manager's goals to gain recognition.

Training and career development

Google is an incredible place to learn big tech, sales strategy and marketing strategy as well as product management process.

Diversity programs

ERGs could be empowered raise the voices of minorities within the company. In my experience, they are working to raise awareness of other cultures and celebrate diversity, but seldomly result in improving diverse representation in leadership. This is an issue that is not unique to Google.

May 28, 2020

Account Strategist

tenure:

Relationships with manager(s)

Great relationships with all the managers I have had. They highly aware and passionate about inclusiveness

Diversity programs

Invest a ton in diversity initiatives and actually show they are working on enabling the best outcomes for all employees. We regularly have open discussions on inclusiveness in a variety of forms and forums.

May 28, 2020

Account Strategist

Redwood City, CA

tenure:

Relationships with manager(s)

I just got a new manager, so it is still developing. However, I think my manager is trying really hard and definitely goes to bat for me.

Company culture

Google is great at really everything to be honest. The pay is good, but not as competitive as other tech giants in the bay, but still very good. Their benefits are second to none! The health insurance plan, the perks and benefits at work, etc. are all wonderful and a huge draw for employees. For me, I find work life balance to be very strong at Google, at least in my specific role. Overall, I love the culture at Google and think they do a fantastic job!

Salary and benefits

I think Google could improve on pay to be more competitive with other tech companies. I also think they could continue to improve in terms of diversity and inclusion.

May 28, 2020

Account Manager

tenure:

Relationships with manager(s)

I feel comfortable expressing my needs and empowered to steer the conversation to benefit my career trajectory.

June 17, 2020

Overall

Salary

$104,000

Associate Product Marketing Manager, Youtube

tenure

1-3 years

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

June 4, 2020

Overall

Salary

$86,000

Legal Assistant

West Region

tenure

5-10 years

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

June 3, 2020

Overall

Salary

$90,000

Staffing Services Associate

San Francisco, CA

tenure

1-3 years

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

March 20, 2020

Overall

Salary

$130,000

(Former) Associate

West Region

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

February 9, 2020

Overall

Salary

$75,500

Account Manager

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 15, 2019

Overall

Salary

$140,000

Account Strategist

Redwood City, CA

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

December 2, 2019

Overall

Salary

$120,000

Account Strategist

tenure

Diversity

Representation

Recruiting and retention

Diversity programs

role transparency

Accuracy of job requirements

Accuracy of job description

opportunity

Promotion and upward mobility

Training and career development

Contribution to work

environment

Work-life balance

Work flexibility

Work inclusiveness

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