Team 6

Team 61

Professor Victoria Forcina

Business Pathways
8 October 2016
Business Profile Analysis
PROFESSIONALISM
Google believes in removing barriers so Googlers can focus on the things and people they
love and in providing benefits that serve their unique needs. Like many other companies, Google
has struggled with diversity, but they are striving to increase the multi-culture and gender
representation at a slow and steady pace. Today, about 31% of workers at Google are women and
take up 24% of leadership roles, a 2% increase from the previous year. Those that were hired in
2015 4% were African-American and 5% were Hispanic, both also increased by 2% from the
year before. Hiring is crucially important to the company, but they want to make sure that
workplaces are fair and supportive for all employees, especially in promotion and equal pay. For
example, Googlers in engineering or product management roles are able to nominate themselves
for promotion. Through Googles $150 million promotion in 2015 and their 2013 implemented
training workshops that address biases, Google heads in the right direction. Over 65% of
Googlers have participated in unbiased training workshops, and all new comers and managers
are trained in it as well. This program was made available to all and any companies to use.
ACADEMICS
Google is one of the most commonly used search engines in America. In a study, they
conducted that about 41% of people in the U.S. use Google search numerous times a day. "In
November 2015, Google was ranked first amongst the most visited multi-platform web
properties web properties in the United States with 247 million U.S. unique visitors and a market
share of 63.9 percent among the leading U.S search engine providers." Their main source of

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revenue comes from advertising through company-operated properties, which they will use in
order to increase revenue ("Statistics..."). "Google's quarterly revenue shows an overall growth
from the 17.18 million U.S. dollars in the first quarter of 2015 to 21.18 billion U.S dollars in
fourth quarter of 2015." Statistics show that the company's trajectory has and will be still
increasing over the next year. Google used to be just a search but has changed and broadened its
services over the past years in order to continue to grow. YouTube is now one of Google's most
accessed and valued possessions amongst the web. The company also expanded to the Android
smartphone market. The most commonly used and frequently downloaded apps were Google
products such as Google Mail, YouTube, Search, and etc. It is estimated that Google is going to
exceed $11 billion dollars in 2018 as smartphone sales and the Android market share increase
("Statistics..."). Google does not specify what type of employees they are looking to hire, but
want people who can bring new perspectives to their team ("How We Hire."). G.P.A.'s are
worthless when it comes to hiring, but they do look for people with "Googleyness." Author Bock
who wrote the book, "Work Rules," created the word. He described "Googleyness" as a hard to
name description because Google Looks for traits and characteristics that most companies look
around. Google looks for people with emergent leadership, cognitive ability, and role-related
knowledge. Diverse is a well-known term in Google because they want to bring about new things
dealing with experience and perspective (Baer). There are endless amounts of opportunities
given for the employees to obtain whether it be a personal or professional development. Google
always makes sure that their employees are satisfied, having fun, and open to new talent
development. The employees are given a wide curriculum of training and additional work
opportunities to develop new skill sets. Googlers being able to have the power to pursue
whatever skills they desire will only help their company grow.

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COMMUNITY
Google has been the talent recruiting company for over a decade. Known for their
specialized teams, google selects individuals with not just degrees but also without them. Around
2 million apply each year for a position at the headquarters in Mountain View, California, and
only 5,000 (0.25%) are hired. Laszlo Bock, Googles head of people operation, is responsible for
reviewing and selecting applicants. He notes that GPA and test scores do not hurt when
regarding to applied skills like mathematical knowledge, but for the overall predictability on an
individuals ability are worthless. There are four crucial skills that Google cares about: the ability
to learn, emergent leadership, intellectual humility, and expertise in the subject you are being
hired into. Once hired employees have various and extensive benefits. Benefits range from health
care coverage and on-site physicians and nurses to reimbursement for further educational classes
and degrees that relate to your area of work. Google extends education even further to university
students and younger education. The Ad Camp is an example of a learning opportunity for
current university students interested in pursuing advertising sales and marketing. This concept is
an all-expense-paid 3-day camp that is located all around the world, and it allows participants to
meet employees and interns, compete in a case competition, participate in social activities, and
get an inside look into helping various sized businesses thrive. To reach various potential users,
younger students and/or schools, Google set up the service track, the technology track, and the
sales track within their Google for Education program that allows partners to help teachers
inspire curiosity and students to discover and learn together. Each track trains partners and
engages them in various missions that have a similar characteristic: extend accessibility and
recognition of their products and apps. Google have been innovating tools and technological
products and recreating the world into what it is today.

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ENGAGEMENT
From the Zika virus to supporting the refugee and migrant crisis, Google is involved all
around the world helping communities nationally and globally. Each year Google donates
$100,000,000 in grants, 200,000 in hours of volunteering, and $1 billion in products. The
innovating company reaches out through their global giving, local giving, and special programs.
Global giving are various programs or challenges that are selected and supported by Googles
Global Impact Awards. Those selected are assisted with technology and innovation to tackle
tough human challenges. Global giving is similar to the local giving program which also has the
Google Impact Challenge. Local giving spans out to individual countries such as Japan,
Australia, Germany, India, and United Kingdom. Here, the countries work within their own
communities to help innovate and better the surrounding society. Both local and global giving
are broad while the third program within Google focuses on specific, bigger human challenges;
these activities are under the category known as Special Programs. Here programs like the Zika
virus and Ebola are put into the spot light and are engaged. Google is doing an effective job
extending its service and social responsibility through nationally and globally, and it has a
variety of programs it is supporting. One of the companys recent local projects is through the
Bay Area Giving. On 14 June 2016, Google granted half a million dollars to Genesys Works in
the Bay Area to help construct pathways to those looking toward tech careers. Training will be
provided to over 200 undeserved high school students in hopes to support and motivate the youth
that success in the corporate world is attainable and close the opportunity gap.

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Members Roles
Joseph Dowd conducted research toward the first bullet point, Professionalism, and typed
the section regarding it.
Casey Wroblewski conducted research toward the first bullet point, Academics, and typed
the section regarding it. She also played a high role in coordinating and scheduling a meet-up
time.
Elizabeth Tong conducted research toward both the third and last bullet point, Community
and Engagement, and typed the sections for both. She edited the sections and paper format to
fit free-flowing movement and MLA format. She also played a high role in coordinating and
scheduling a meet-up time.
James Wilson attempted to be involved at various times, but was never on the same page as
the rest of the members regarding effort toward starting, participating, and completing project.

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Works Cited
Baer, Drake. "13 Qualities Google Looks for in Job Candidates." Business Insider. Business
Insider, Inc, 27 Apr. 2015. Web. 05 Oct. 2016.
"How We Hire." - Google Careers. N.p., n.d. Web. 05 Oct. 2016.
"Statistics and Facts About Google." Www.statista.com. N.p., 16 Aug. 2016. Web. 05 Oct. 2016.