Presented By

Group 3 Section B
Aishwarya Mohan
Deepti Sri Kocherlakota
Manish Watharkar
Prabhash Babbar
Siddharth Modak
Taranpreet Kaur

We try to provide an environment where people are going to be

happy. I think that is a much better use of money than, say,
hundred-million-dollar marketing campaigns or outrageously
inflated salaries.
-Sergey Brin
Google Co-Founder

2003: Google rated as the most preferred search

engine.
Cited Reasons:
Precision and speed of the search.
Googles ability to attract the best talent.
Employee retention, mostly because of the
organizational culture.
Only company to not experience any employee
turnover during the 1990s (the Dot com boom).

Googles work culture:

A legend in the Silicon Valley.

An icon of success among the Internet Companies.

A successful blend of culture & technology.
Attributed to the removal of unnecessary managerial
hierarchies, thus unleashing their engineers potential.
Criticism:
Google had outgrown its informal culture and that it would
only lead to confusion amongst the employees &
customers.
Recruitment system.
Lack of consensus of command at the top level.

1995: Founders Larry Page (Larry) & Sergey Brin (Sergey) graduated in Computer
Sciences from the Stanford University.
1996: In January, Larry and Sergey worked to extend their summer project on search
engine, BackRub, which would retrieve relevant information from the vast pool of
data on the internet. BackRub had the ability to identify and analyze back links
that pointed to a given website.
1997: Owing to its ability to ease out the data search problems on the internet,
BackRub gained tremendous popularity.

1998: As a consequence of the gained popularity, Larry & Sergey bought a Terabyte of
memory disks to store copious amount of data and started looking for potential
partners to license their technology. They used their respective dormitory rooms
as a data centre and a business office. However, they were turned down by the
most of the portal owners including the Yahoo! Founder, David Filo (Filo). Filo
instead encouraged them to open up their own company.
With the Dotcom Fever at its peak in the late 1990s, Larry & Sergey reluctantly
decided to set up their own company. However, they first had to move out of their
dormitory rooms and clear their debts. They put their PhD plans on hold and
started looking for a prospective investor

A Ray of Hope: Birth of Google

A faculty member from Larry & Sergeys alma-mater introduced the duo to Andy
Bectolsheim (Andy), co-founder of Sun Microsystems.

Andy, highly impressed with the technology, handed over a cheque of $100,000 in
favour of Google Inc., a gesture which was instrumental in incorporating Google
Inc. on the 7th September 1998.

Location: Menlo Park, California (A friends garage actually!!)

The name, Google was chosen by accident (derived from Googol which denotes
the number one followed by a hundred zeroes), which was in sync with the
companys mission: to sort out and organize the immense data available on the
internet.

Website: www.google.com

First Recruitment: Craig Silverstein, a fellow student from Stanford. (He later
became the Technical Director of Google).

Initial Success
While it was still in the Beta stage of the Softwares
trial run phase, Google was answering 10,000 online
queries a day.
Within a span of a few months, Googles popularity
caught the attention of the media with articles
appearing in the prestigious newspapers, USA Today
(USA) and Le Monde (France).
PC Magazine in December 1998 named Google as one
of the Top 100 Websites & Search Engines for 1998.

Google Gains Momentum

1999, February
Office shifted to University Avenue in Palo Alto, California.
Staff strength increased to 8 answering 50,000 online queries a day.
First Commercial Customer: Red Hat
Venture Capital: $25 mn., Sequoia Capital and Kleiner Perkins Caufield &
Byers.

1999, June
Mike Moritz (of Sequoia Capital),
John Doerr (of Kleiner Perkins Caufield & Byers),
Ram Shriram (CEO of Junglee and an angel investor), joined the Googles
Board of Directors.
Followed by Omid Kordestani (of Netscape) joined as VP Sales/Business
Development and
Urs Holzle (of UC Santa Barbara) joined as VP, Engineering.

Google, the Next Generation, The New Millenium

2000:
Introduced a wireless technology for WAP & handheld
phones.
Launched 10 non-English language versions.
Googles index reached the 1 billion URL mark, making
Google the largest search engine in the world.
Added new features like Google Number Search (GNS),
Google Toolbar, Google Phone Book, Google Image
Search (from a 250 million image index), Street Maps,
Spell Check, Auto translate, etc.

2001:
Google acquired Deja.coms user archive.
Launched country specific domains viz., Google UK,
Google Germany, Google France, Google Italy, etc.
Eric Schmidt (ex-CEO, Novell) became the CEO of
Google;
Larry, the President, Products and
Sergey, the President, Technology.
Google also established its overseas sales office in
Hamburg (Germany) and Tokyo (Japan).
Launched Adwords, an advertising program. It placed
text ads on the search screen according to the users
search inputs. A huge success with the advertisers.

2002:
Launched Adwords Select, an advanced version
of Adwords.
Entered into an mutual beneficial agreement with
AOL; Google provided AOL with search results
and AOL placed banner ads of Google on its
website.
Announced syndicated advertising agreements
with Ask Jeeves, InfoSpace.com and AT&T
WorldNet Service.
Launched Froogle, a product search engine which
enabled users to search for products of their
choice along with their image and price.

2003:
January; Interbrand, a branding consultant,
named Google as the Brand of the Year 2002.
March; 100,000 advertisers had signed up for
the Adwords program.
August; Country specific domains expanded to
Denmark, El Salvador, Azerbaijan, St. Vincent
and the Grenadines, India, Malaysia, Libya,
reaching 82 in number by the year end.
December: Google announced to have its IPO
early in 2004.

 Google has an informal work culture at Googleplex (its headquarters).

Googleplex is decorated with Lava Lamps and painted in the bright colours of Google
Logo.
Googlers are allowed to bring their pets in to the workplace, and were themselves
provided with free snacks, lunch and dinner prepared by a celebrity chef Charlie Ayers.
Google provides recreational facilities such as workout gyms, assorted video games, a
pool table, ping-pong and roller skater hockey.
Googleplex has snack rooms offering Googler cereals, gummi bears, cashew nuts along
with fruit juices, soda, cappuccino.

 In Google, the organizations core values are both intensely held and widely shared.
It is considerably a flat organization wherein Larry and Sergey (founders of Google)
believe in open communication across the organization.
The top management members keep their cabin doors open for free communication
between them and the employees.
Google doesnt have a management structure with most engineers working in
teams of three and the project leader rotating among team members.
Teams have complete freedom regarding their projects, reporting directly to the
Vice President. People related well to the motto of Google which said You are the
boss. Dont wait to take the hill. Dont wait to be managed.

A Culture Built on Qualitative and Quantitative Data helps improving

employee efficiency, productivity and happiness.

And Google doesnt view their culture as a set it and forget it program.
Theyre actively changing and maintaining it, because its crucial to their
success. With any business, it all starts with people. And if you want to run
great business, you need great people. One way to get them there and keep
them is by making their work fun.

1. Work as a Family
The idea of family is woven into Googles fabric, from their hiring processes, to
performance management, product development, and customer support. They
trust their associates, or Googlers, with sensitive information youd only trust
with people you think of as family.
2. A Culture of Learning
Google follows a 20% Time Philosophy in which they allow employees to pursue
any initiatives they want, even if its not part of Googles immediate business goals.

3. Innovate for Big Impact (purpose)

As a complimentary value to their culture of learning, Google says to think big and
try to tackle the big problems, rather than run from them.

4. Spirited Teamwork
Build a community, not just a company. Google has moved from a process based
culture to a people based one. For eg:- flexible schedules, carpools, dining together
etc.
5. A Caring Culture
Take care of your employees and their families, and they will take even better care of
your customers. Its as simple as that.

Recruitment at
Google

10 reasons to work for Google

Hot award winning technology.

Intelligent, fun, high energy teammates.

Great culture and amazing perks.

Backed by two premier VCs

Free Gourmet lunches served daily.

Start-up environment with excellent benefits

Stock options

Spacious, colorful, fun work environment

Located in the heart of Silicon valley

Millions use Google-your idea will make a difference

Qualities Google looks for

Expertise in areas of computer
science and mathematics.
Excellent programming skills
Excellent communication and
organizational skills
Passion for the work
Team skills
Innovative thinking
Diverse interests and skills
Flexible in working with high
energy, unstructured environment

Ways of Recruitment
Recruitment adds

Employee Referral programme

Googlers refer their friends and relatives to work
at Google.
Around 40-50% of new recruits get hired because
of this employee referral programme.
Googlers earns $2000 if any of his referrals get
selected
Programming contests
To attract talented programmers, Google started
conducting programming contests from 2001.
Prizes worth- $25000

Encouraging To Do Something New

Innovation

Created a culture of Innovation

Recognized the need for innovation
Use of Sparrow to tap new ideas
Sparrow helped introvert Googlers to express their views
Encouraged public to give their views on product prototypes.eg Google lab
Ensured operating strategies are formulated using all hands in business
Today Company is known for its R&D team and employees effort

Resulting to be best in the business

Some of the Innovations

Google news
Page rank system
Google maps
Google earth
Google TV
Google lab
Many many more!!!
Unbelievable projects which became reality
Google glass
Google loons
Google moonshots
Google driverless car

Google Features

Cached Links | Similar Pages

Definitions To search the definition of a term or phrase

File Types Allows users to search for data in specific file

formats

Im Feeling Lucky Takes the user directly to the first web

page returned by the query

Site Search Enables user to search one particular site

Spell Checker Checks the spellings typed in by the user

Street Maps Shows street maps of US cities

Google Toolbar A browser plugin that allows user to

conduct search from any webpage

Google Phone Book Allows users to search for phone

numbers and addresses

This feature has now been stopped due to complaints by users of

lack of privacy

Automatic Translation Translates web pages in search

results into language selected by user

Google Image Search Allows users to search for images

Date Range: Allows users to select data between specific

date range

Google Search Appliance Extends Google search engine

to corporate intranets and web servers

Google Compute Accesses idle cycles on Google Users

computers for working on complex scientific problems

Google Web APIs Enables programmers to access web

pages as a resource in their applications

A critique of Googles
Culture

 Zero percent employee turnover rate

Googles zero percent employee rate was because of its fun-loving workculture.

Grueling work day

12 hour working day had become norm at the company.

Recruitment process
Google had become narrow in its recruitment process. It focused more on
academic records than experience.

Step-motherly treatment to contract laborers

Around 30% of Googles total employees were recruited on contractual basis
were not given employee benefits.

 Lack of hierarchy
Recruited many engineers were same job title as it lead to chaos regarding
control and decision making power.

Arrogance
Googlers ( Employees of Google) had become arrogant.

Unpunctual:
Googlers failed to keep their appointments

Inattentive :
Most of the Google employees would not pay attention to the
presentations.

Control of Google:
According to insiders founders Sergey and Larry had more control over Google
than C.E.O. Schmidt.

TASK AHEAD of GOOGLE

Google must re-think of its Organizational
culture.
Culture must induce opportunities for growth for
the company.
In future competitors like Microsoft and Yahoo
decide to enter into the business of search
engine, competition would be immense.
Google goes for IPO it will pose lot of restrictions
on the company.
Google cant afford to be self-complacent.

Awards & Recognition

Year

Awards

Presented By

1998

Listed in Top 100 websites & search engines

PC Magazine

1999

Listed in 100 Best websites for 1999

Listed in Top 10 Best Cybertech List
Technical Excellence Award for Innovation in
Web Application Development
Best Search Engine On Web

Shift & P.O.V. Magazines

Time Magazine
PC Magazine

Webby Award for Best Technical Achievement

Award & Peoples Voice Award in Technical
Achievement Category
Best Internet Innovation Award
Most Intelligent Agent on the Internet
Listed in 50 Hot Technologies
Listed in Best of the Web round-up
Best Bet Search Engine

The Web

2000

Yahoo! Internet Life

Magazine

PC Magazine
WIRED Magazine
Smart Computing Magazine
Forbes.com
PC World

Year
2001

Awards
Webby Award in Best Practices Category
Outstanding Search Service for 2001
Best Image Search Engine for 2001
Best Design for 2001
Most Webmaster Friendly search engine for
2001

Presented by
The Web
Search Engine Watch

2002

Best Search Feature(Google Toolbar & Google

Cache) for 2001
MIT Sloan eBusiness Award as the Students MIT Sloan
Choice Award
Crowd Pleaser HotTech Award
San Francisco Business Times

2003

Webby Peoples Voice Award for Technical

Achievement
2002 Brand Of the Year
Listed as No. 3 top B2B advertising company

The Web
Interbrand Consulting Firm
B to B Magazine