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  1. #1
    Join Date : Jan 2003
    Location : New Jersey
    Posts : 19,252

    Default Google gets 150,000 job applications a month

    150,000 job applications a month and only 4900 jobs. Not to mention their market capital is $115 billion.

    Free cafeteria food, annual ski trips to the Sierra and free laundry are just some of the fringe benefits of working at Google. Getting hired is the trick.

    Every month, aspiring workers deluge the popular Mountain View search engine with up to 150,000 resumes, equivalent to a stack of paper at least 50 feet high. And the firm claims to read each and every one.

    As one of Silicon Valley's hottest companies, Google has become a beacon for job seekers. In just a few short years, the interest has helped the company amass an arsenal of what is arguably among the world's top technology minds.

    "I would argue that definitely they have the best talent," said Joe Kraus, a co-founder of the Web portal Excite Inc. and who currently leads a startup, JotSpot, in Palo Alto. "They invest so much because the more great talent you have, the easier it is to attract even more great talent."

    Google hires nine new workers a day. In less than two years, the number of employees has more than tripled to 4,989.

    The growth spurt is being fueled by a gangbusters-like online advertising market and Google's boundless ambition, including new initiatives in everything from wireless Internet access to video downloads. The goal is to keep the production line of new products humming so that users spend more time on the Web site.

    Getting rich is what drives some of the applicants. Many Google workers became instant millionaires at the time of the company's initial stock offering in 2004. To this day, prospective employees are drawn by the promise of wealth, although, their chances of striking gold are a lot less now that the firm's shares are soaring above $400, making stock options less likely to appreciate by large amounts.

    Competition for the best and brightest is fierce. Rivals Yahoo Inc., in Sunnyvale, and Microsoft Corp., in Redmond, Wash., plus startups, are trying to reel in many of the same job applicants, igniting occasional bidding wars.

    Yahoo, in particular, has recently landed some workers who interviewed at Google, such as Andrei Broder, a former research executive at AltaVista and IBM. He says being at Yahoo's research lab is an opportunity to have more impact because it's younger and smaller than those of its competition.

    Sergey Brin, Google's co-founder, has called hiring one of his firm's biggest challenges. If unable to find enough top-notch workers, he says the company's rapid growth could be hamstrung.

    Google's also hiring superstars. This year, they include Vint Cerf, one of the Internet's founding fathers, as chief Internet evangelist. Kai-Fu Lee, a former Microsoft executive and expert in technology that turns speech into text, now heads operations in China. And Louis Monier, founder of the early search engine AltaVista, has an undisclosed technical role.

    Perk appeal

    To lure workers, Google offers perks, including free cafeteria meals, free use of laundry machines, a child care center, a free annual one-night ski trip (resort destinations vary depending on office location), dog-friendly offices and an on-site doctor. Engineers can devote 20 percent of their time to projects of their choice. What's not mentioned is that much of the largesse is designed to keep workers at their desks longer.

    In addition to posting job openings in newspapers and online, Google recruits at universities, offers computer science students free pizza, hosts a software programming competition and invites technology clubs to hold their meetings at its headquarters.

    Last year, the company won attention for publishing a booklet of 21 problems, called the Google Labs Aptitude Test. Readers of several technology magazines were asked to mail in their answers and promised that Google would get in touch with them if they scored well.

    One question asked: "In your opinion, what is the most beautiful math equation ever derived?" The Gaussian integral, a complex mathematical equation used in studying the kinetic molecular theory of gases among other things, has been suggested as a smart answer by some on the Internet. Another question involved filling a blank rectangle "with something that improves upon emptiness," leaving applicants scratching for a subjective winner.

    Judy Gilbert, Google's staffing programs director, says that the questions weren't really used for hiring. In any case, smart alecks soon posted the answers online so that they could be easily found by cheaters.

    "It was a great PR move, and we got a lot of interest from it," Gilbert said. "As far as using those kinds of things to decide who becomes part of our team, we typically use more traditional processes."

    Hundreds of recruiters keep the resumes pouring into Google. Many are contractors, making them easier to dismiss if the company scales back its hiring needs.

    Jobs available as of last week include someone to negotiate video licensing deals with Hollywood studios, someone to lead user studies for guiding product design, and an attorney to manage the firm's real estate. More posts are likely to open in announcements this week that the company will create 600 new jobs in Ireland and up to 100 in Pittsburgh.

    A recruiting machine

    To land all-stars, Google's recruiting machine goes into overdrive. Take the case of Lee, the former Microsoft executive. Details of his hiring emerged in a lawsuit that Microsoft filed against Google.

    After hearing about Lee's interest in Google, one executive told colleagues that they should pursue him "like wolves," according to an e-mail made public in the case. Another executive eagerly voiced his interest in an e-mail to Lee, saying "please call me as soon as possible, 24 hours a day."

    Secrecy is sometimes critical. If tipped off, companies from which Google is trying to poach could start a bidding war or retaliate against a potential defector.

    For Lee, Google's executives were reminded in a message to keep quiet, even to spouses and significant others. His interviews started at a remote, little-used building on the Google office complex so that only a few people would ever know he was there before they shifted to an off-campus location.

    The risk can be worth it for a top executive of Lee's caliber. He ultimately accepted a compensation package of more than $10 million, igniting the legal battle between Google and Microsoft.

    To fill positions lower on the pecking order, Google has created an extensive college hiring program, among other efforts. Recruiters visited 60 schools this year to show off the firm's technology, hand out T-shirts and interview prospective job candidates.

    Rich Wong, associate director of MBA recruiting for UC Berkeley's Haas School of Business, said that his students responded warmly to Google's courting. More than 100 of them were bused by the company to its headquarters for management presentations, networking and tours. Never before had a firm gotten so many of the school's MBA students to visit, Wong said.

    "This is the first year that Google has really recruited at Haas," Wong said. "This is a great breakthrough because there is a great student interest."

    Some go to extra lengths to land a job such as a German graduate student who started a blog, titled "Hire me, Google." Another, Michael Kazin, a Rutgers University senior in computer science, volunteered to be his New Jersey school's pizza ambassador.

    As part of its recruiting, Google offers free pizza to computer science study groups and clubs at universities across the country. Kazin's role is to make sure the Rutger's groups get reimbursed from Google.

    "I love Google," said Kazin, who has had a phone interview with Google for a job and is waiting to hear back. "I thought this would give me one leg up in the recruiting process."

    A grueling process

    Interviews at Google usually begin on the telephone. If successful, applicants are invited for face-to-face meetings with up to 10 people, a process described as excruciating by people who have gone through them because of the length of time it takes and the mental gymnastics necessary.

    Recent job candidates described questions as being on topic, whether about software code or business. In many cases, they were asked to brainstorm and role play to show how they think. For instance, how would they market a product? Those who conduct the interviews frequently challenge applicants. Questions about algorithms, Java software and computer networking are common for applicants seeking technical positions.

    It's a slight change from Google's early days, when Brin, the co-founder, would quiz applicants and then give them five minutes to prepare a presentation about anything complicated that he didn't already know, according to Doug Edwards, a former Google marketing director who was subjected to such a test six years ago.

    Google has created its own software system for tracking job candidates that allows employees to share comments on each applicant. Because so many people must sign off on new hires -- Larry Page, one of the firm's famed co-founders, approves each one -- the process can be lengthy, even excessively so, several applicants said.

    Some were shocked to learn the importance Google gives to college grade point averages in deciding whom to hire. The emphasis draws complaints from some older candidates, who believe the measure is irrelevant for them because they have been out of school for so long.

    Gilbert, the staffing programs director, responded: "We know that grade point averages are highly imperfect measures. But you try to get a complete set of data."

    In general, Gilbert says Google seeks applicants who show they are willing to take risks, are highly motivated by a range of topics and want to be part of something bigger than themselves. The profile is in line with the firm's carefully crafted iconoclastic image.

    Historically, Google has paid workers less than the industry standard and showered them with stock options. That paid off for approximately 1,000 Google employees in 2004, when the company's high-profile initial stock offering made them instant millionaires. Although the firm's present pay structure is a closely guarded secret, one can assume hundreds, if not thousands, more have become worth seven figures, at least on paper, considering that Google's stock is now hovering above the $400 mark, a nearly five-fold increase from its premiere. Following its initial public offering last year, the company has had to offer more money up front because options aren't as valuable, according to compensation experts. Many competing firms claim Google has driven up salaries for software programmers by nearly 50 percent in recent years. On the flip side, low-end workers such as customer service representatives start at around $45,000, according to someone familiar with the firm's recruiting practices and requested anonymity. And that's certainly not exorbitant by industry standards, the expert said, adding that Google trades on its name to offer lower salaries for lesser jobs at times.

    Stephen Arnold, the author of the book "The Google Legacy: How Google's Internet Search is Transforming Application Software," says that the company has proved its mettle in hiring quality technology workers. What's yet to be proved is whether the company can be as successful hiring workers on the business side.

    "Google, because of its visibility, has been able to attract the best of the nerd types," Arnold said. "Now, they have to do the same thing in all these other silos -- marketing, legal, finance -- and I'm not sure they would know whether they're the best even if they were standing right in front of them."

    Dror Shimshowitz, who went from wearing a cap and gown at Haas' graduation in May to a Google product marketing manager, says he hadn't really considered applying until relatively late in his studies. After getting no response to a resume he sent to the company's general recruiting Web site, he talked to an insider he knew, who then recommended him for an interview.

    "The interviews really pushed me -- they pushed my thinking," Shimshowitz said, recalling questions such as, "How do you get millions of people to use a product?"

    "I got a great taste of what the culture is like here," he said.

    Eventually, Shimshowitz chose Google over several other job offers, including one from a "major Internet company" and a few from startups. It was a trade-off, he said, because Google normally hires workers as generalists, unlike other companies that tell new hires more precisely what their role will be.

    "For the first time in my career, I'm not planning my next move," Shimshowitz said.
    Any Posts I make, are for discussion purposes only. I am not vouching for any programs. One should invest in all investment programs with Extreme Caution.


  2. #2
    Join Date : May 2003
    Location : Upside Yo Head ready to Pimp Slap You
    Posts : 1,776

    Default Re: Google gets 150,000 job applications a month

    Wowsa

  3. #3
    Join Date : Sep 2005
    Posts : 181

    Default Re: Google gets 150,000 job applications a month

    $115B!!!!!! oh my god lol do they plan to catch up with Exxon Mobil?

    update: i've read today "Market Cap: 128.07B"
    Last edited by newbie9; 12-19-2005 at 03:06 PM.

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