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EDIT: Please do not PM me about how to get a job at Google. There are a ton of brilliant Quora answers out there which will be able to guide you much better. Thank you.Disclaimers:1. All views listed are my own. Google doesn't endorse them. It may or may not be applicable to other Indian Googlers. Most points are based on my perception. Some one else may have perceived things differently. Let’s agree to disagree :)2. I worked in Hyderabad office. So some of the answers might be more applicable to Google Hyderabad vs Google Bangalore or say Mumbai. I have not worked in all the organisations at Google India. Most of them may be more applicable to my organisation than others.3. I am no longer employed with Google. I left to pursue higher education.What is it like to work at Google India? Let me share some of my experiences in form of short stories/snippets. I have divided the answer into 2 sections - Exceeds expectations (thing that Google India does really really well) and Needs Improvement (things that can be made better).EXCEEDS EXPECTATIONSa. PERKSOne fine Monday morning, I had a single ten rupee note in my wallet. I checked my wallet again on Friday evening and it still had that single ten rupee note in it.At Google I don't spend a dime during weekdays. I reach office in an office provided cab, eat at the free Google cafes, have snacks and dinner at the office itself and then reach home in one of the office cabs.One of my favorite perks of working at Google India was sleeping in the office cabs on my way to home after a hectic day at work. Also, the cab service is only offered in India. In US, Google provides a shuttle service but the cab service doesn’t exist in any other country (to the best of my knowledge).Talking about wallets, the security is pretty great. You can leave your wallet, watch, laptop etc. anywhere in the office and can expect to find it back in the same place the next day or with security. In my 2 years at Google, I never heard of anyone’s stuff getting stolen.Most roles allow for some overseas travel opportunities. I went on a business trip to Europe. I followed all the guidelines for daily allowances (which is pretty generous) and wasn't asked a single question about it. I had drinks when I wanted to and had all kinds of exotic food on the company's card. Some Companies are cost driven where as Google is Value driven. (The cost of asking for business justification for each & every bill is more expensive than letting the employee do some productive work in that time. See point no. 4 under culture)Google offers a generous dental and vision insurance on top of health insurance. I underwent LASIK surgery and it was covered by Google’s vision insurance completely. Generally LASIK is considered as a cosmetic surgery and is not covered in most insurances.I know a couple of Indian Googlers who will never leave Google just for the amazing health insurance that it provides to some of their family members who need permanent medical attention.During employment, if you undertake any professional course that is related to your job, then Google reimburses 2/3 of the total cost. In case of personal development, Google reimburses 1/3 of the cost. Guitar lessons, Dancing lessons, learning a new language etc. come under the purview of personal reimbursement. I have used personal reimbursement couple of times and it was a smooth process. (Upload the bills and fill a small form and done)Much has been said about Google’s food over the inter webs. I don’t have anything new to add to it, but you realise the importance of it during the weekends when you have to get your own food. (I am a bachelor who lives alone and doesn’t like to cook)Other perks that I have enjoyed during my tenure in Google India - On site Gym, playing table tennis, pool, xbox, foosball, concierge service which takes care of all your daily errands like dispatching a courier, paying bills etc. (not free but nominal), laundry service (not free), mail room where you can order all your Amazon and Flipkart goodies :D. Also, there is an in house coffee shop(free), library in the office, culture club, theatre club, football club, cricket club,basketball club (in Hyderabad at least).Google tries it best to care for you. They celebrate every employee’s work anniversary by decorating their work desk and offering them some massage points which in India translates to 60 minutes of free massage.This is how my desk looked like on my 2nd work anniversary. If it makes any difference, I was on my notice period on this day.9. Free Goodies. Team has extra budget? Great, let’s order some goodies. Organisation has some cash leftover from the annual budget? Great. Let’s order some goodies. I have received Google t-shirts (5–6) , couple of hoodies,external hard disk, wireless speakers, headphones, backpacks, selfie stick, neck pillow, keychains, pen drives, coffee mugs etc. in just 2 years. The amount of money Google spends on each employee is staggering.A lot of other companies would pat themselves in the back for saving some money from a party budget and carry it over to the next year. Not Google :)Talking about goodies, the grand daddy of them all - the annual Christmas gift awarded to each employee. I received a Nexus 5X last Christmas and an Android One phone the year before on Diwali.b. CULTUREGoogle allows you to be yourself. They don’t have a one screw fits all bolts policy. Come at what time you want & leave when you want to. There is no concept of attendance or normal office hours. One of my colleagues who got an exceptional rating last cycle had the habit of coming to office at 3 pm. (In his defense, he did work till 12 in the night.)You can wear whatever you want to. No dress code bullshit. You are not judged on how well your shirt is pressed.One of the unsaid rules of working at Google is - Be Nice and Be Respectful. People hold doors for you. You will hold doors for people. Expect to hear the word “Thanks” (or some variant) every other sentence.Elimination of bureaucratic bullshit. Google tries its best to eliminate hassles for its employees. There are proper channels for everything. Have a question about your latest payslip? Mail an email alias and get your concern addressed in 24 hours or less. Need to get some expenses reimbursed? Go to an internal portal and fill out a form and done. You don’t have to jump through the hoops to get things done. This is true for pretty much everything.There is an internal memes site ( check out Eric Schmidt’s book for more details) where you can criticise the CEO, senior VPs, management etc. without any repercussions. You can voice your disagreement and it is OK!. You can respectfully agree to disagree. Also, Googlers are the first to be up in arms against any decision taken by the company which may not be in the user’s best interests. ( Integrating G+ with Youtube was an unpopular decision internally and people weren’t shy when it came to expressing their disagreement)Google India celebrates multiple festivals every year by decorating the office and preparing special food on those days. It also has Bring your children to work multiple times a year where they install make shift slides & play houses in the office for children. Also, there are multiple initiatives organised by Googlers and for Googlers to give something back to society.c. WORKYour work will largely depend on which organisation you join and on your skill sets.Annual increments every year are quite generous. The only time people bitch about their increments is when they compare it against their neighbor. “I only got 20% while so and so got 30% last year blah blah”. Obviously, increments are dependent on your current base salary and your appraisals.You can say NO to projects. If the project doesn’t interest you, then you can decline to take it up. Obviously you need to convince your manager. Most managers will agree to not give you some project which you don’t want to undertake.Google has a pretty good internal mobility program. But the competition is very immense.( See point no.1 in Needs Improvement section)Needs ImprovementOne of my colleagues used to jokingly say that Google hires Ph.Ds to work as janitors. This is true to a large extent. Google hires CEOs to work as mid level managers. Most of the people who work at Google (and in India too) are way over-qualified for their jobs. If Google India wants to hire someone to write an email, they will go and hire a topper from DU. If they want to hire someone who can provide call support to users, they will go and hire an English hons. topper from DU (Do remember that you need some 99% in your boards to just clear DU’s cut off) . There are Ph.Ds at Google from IVY league colleges who just move data from one database to the other. You can see the pattern. This leads to immense competition.Most of the interesting roles are in Mountain View. The Engineering division in Hyderabad and Bangalore work on Google Apps for Work. It is a small team. I am not sure about the exact numbers but it is definitely less 1% of the total engineering workforce at Google. The two largest organisations at Google India are the sales org and the anti-abuse wing of Google which take down offensive content. If you come to work at Google India don’t expect to work on some cutting edge product like Driverless cars, Brain or Loon. Expect to work on something boring.Google India offers very limited scope for career growth. You obviously can’t become the CEO/SVP/VP working from India when more than 80% of your workforce is based out of Mountain View. The roles in India are very limited too since only a handful organisations are based out of India.Sooner than later, anyone, who has some iota of ambition and are not constrained by family, move to Mountain View. (The internal mobility is pretty great by the way minus the tons of competition for good roles. See point no. 1)Google runs a lot of programs to train its management and provides a lot of support to its employees to keep them stress free and remove all politics from the workplace. However, Google is a system run by people and at the end of the day people are flawed. Some politics does creep into the picture. It might be comparatively less than many other places but it does exist.Promotions in the non-tech organisations are very messy. It comes down to how much your manager is willing to push for your case. So, if you don’t have the best of relationships with your manager or your manager doesn’t like your face then find a new manager ASAP. If your manager is someone who backs down easily then say bye-bye to your promotion. I knew a guy on the floor who would stand behind his reportees like a wall (the noun, not Rahul Dravid). Multiple reportees in his team got promoted each cycle. Same cannot be said about the manager who had the reputation of backing down easily. It is not like there weren’t any hard-working or deserving candidates in the latter’s team. The scene is significantly different and less messy for tech ladders.Talking about Promotions, the lack of transparency around the committee who sits down to evaluate your candidature for promotion can be unnerving. Google allows you to be yourself & disagree with the decisions of the upper management. But at the back of your mind, you are always scared of what you say because you never know at what stage it may come to bite you in your backside. Almost any senior person on the floor can get you screwed out of your promotion. You absolutely cannot afford to piss off anyone who sits in one of those promo committees. What if the senior manager whose XYZ decision you disagreed with says he is not happy with your work in one of those closed committee meetings. If your immediate manager doesn’t fight tooth and nail for you, your promotion is gone.This point is specially true for Google India. I don’t think Google India managers are good at taking criticisms from their reportees. Almost all the questions asked during town hall meetings are anonymous. If the management doesn’t allow anonymous questions for some town hall, no questions are asked in that town hall. There is a lot of mistrust between management and non-management.This needs to be FIXED ASAP.Google India takes an awfully long time to weed out bad managers. Managers with bad approval ratings are given multiple chances to become better at their job. It can take anywhere from 3 years to Never for Google to identify a bad manager and ask them to either become an individual contributor or find another role somewhere else. Problem with this is the following : A bad individual contributor screws up a project. A bad manager screws up the career of their multiple reportees, multiple projects, the entire team and relationship with stakeholders.That being said, Google does put in some checks through the internal culture & escalation mediums that ensures that your manager will show consideration for you as a human being (unlike the notorious Indian IT industry where you are addressed as a ‘resource’ and not a human being).However, some people are simply not cut out for people management. I don’t blame Google for any of this. I simply hope they get better at filtering out such candidates early on and removing them sooner.They should also change the annual Manager feedback survey to bi-annual and make it more actionable & hold the manager responsible. Currently, the manager feedback survey is useless and is only used for the manager to self-introspect. So, if a particular manager thinks along the lines of ‘Hey. I am a good manager. All of these people reporting under me who have given me an approval of only 30% are idiots. I don’t care about this survey’ then the survey becomes entirely meaningless. There is no accountability for a manger with a bad survey rating.This might be slightly controversial but - Google doesn’t fire anyone for low performance. How is this a con? Let me explain. Amazon has a policy of firing 10% of its staff every year after stack ranking them. Google rarely fires anyone for low performance. At best after multiple bad reviews, they are asked to find a new team or job and are given enough time to do so.Both Google and Amazon in my opinion are at the two extreme ends of the spectrum. One leads to slack while the other leads to stress over fear of losing your job. I think a middle path is a more suitable approach. My 2 cents.That being said, Google does provide incentives for you to work hard. Hard work leads to good ratings which leads to better pay, more equity, better & faster career growth. However, you will occasionally find some people who are content with putting in their absolute minimum at the job and are simply happy with their take home salary and flying under the radar of the management.Google India is notorious at hiring people at the wrong level. I know so many people who were hired one level below than they should have been. If you are offered a job at Google India, then definitely try to reach out to an existing Indian Googler and evaluate which level is suitable for your profile and try to negotiate with your recruiter. Also, don’t let them push you around. Some recruiters think they have the birthright to hire you at the wrong level for a low salary because they are offering you a chance to work at Google.Again, this point is applicable only for non-tech ladders. Google uses internal tools for everything. You will learn a lot of skills during your job but most of them won’t translate to something that you can re-use in the industry. You will have to rely on your soft skills to get your next job.Open Work space: The floor can be very noisy at times (specially post 5 pm) and sometimes it can be impossible to work without your headphones on. For whatever reasons beyond my comprehension, a few folks used to take meetings from their desks and take 30 min+ personal calls sitting on their desk, happily oblivious of the amount of noise & annoyance they are causing to everyone in the bay. You either need to put on headphones or go up to them and request them to move somewhere else. Most often than not, it is you who will either put on the headphones or move somewhere else because you don’t want to appear rude.The amount of freebies & other perks can sometimes make you entitled. Some become more entitled than others. Some bad apples do treat the temporary employees (TVCs) with disrespect. Some engineering guys do look down on non-engineering guys. (Please notice the word - some. Some doesn’t mean all)Your work doesn’t speak for you. You need to spend a lot of time to market your work. This includes sending emails, reaching out to upper management during their office hours and very subtly praise yourself and your work, speaking out during meetings and again talking about your work and so on. This can be difficult for introverts and for people who are uncomfortable with boasting about their work.Related to Promotions - The amount of work put by you is completely meaningless. To get promoted, you need to deliver on projects and show impact. If the management keeps flip flopping on the scope of the project or you are collaborating with someone who doesn’t care, then either you need to Superman up and deliver the project end to end all by yourself or forget about your promotion.Also, even if you successfully execute a very complex project but for whatever reason, the metrics gods aren’t favorable to you and the impact numbers don’t look good, then it won’t do you much good. On the other hand, it is quite possible for someone to land a super easy project and gain a lot of brownie points by showing some good numbers thanks to business requirements of that particular product.The Microsoft Problem. Google India, like Google is expanding at a fast rate. This means more competition and lesser budgets for everything. The budgets for parties, gifts, events, off sites have decreased over the years. Don’t get me wrong, the perks and budgets are still very high, but every time the number of coffee machines on the floor get reduced or your favorite expensive candy in the micro kitchen go missing or the size of the packets of cookies in micro kitchen go from large to small, a lot of old timers start speculating about the upcoming apocalypse. (Apocalypse here being end of perks and culture as we know it)Throw Nooglers in the ocean and let them either learn to swim or drown completely (metaphorical). This is more of a Google culture and less of a Google India culture. As a new joinee, and after a couple of short meetings explaining the role of your team, you are expected to fly on your own. You are given a span of 3- 6 months to ramp up and learn things on your own. If you run into a problem, you are expected to reach out to someone and seek help. No body will come and ask you if you need help.I am not sure why I am including this in the needs improvement section. Google hires self-starters & ambitious people who like to get things done. However, in the beginning this can be very intimidating and you are expected to struggle a lot. Even basic things at Google from getting the right accesses and getting added to the correct groups to submitting a simple change in the codebase will require you to read some internal documentation or ask someone for help.Bottom line :You will come to work for Google India for the brand and leave to pursue better quality work elsewhere (either to Mountain View or to another company). Google India is a very good employer and treats you well but once the honeymoon period is over, it is the quality of work which will keep you satisfied (or dissatisfied) at the work place and no amount of free chocolates or other freebies will be able to compensate for it. So choose your role wisely and don’t expect flying unicorns or something. Do keep in mind that all the free stuff will cease to excite you..just like your cell phone isn’t exciting anymore and just like your last car or clothes stopped pleasing you after a couple of days/weeks.

Staffing Firms comes in a variety of forms to meet specific client needs. From Short term engagement to full time assignments. A staffing firm handles Placements, Temporary Staffing, Temp- Hire, Long term Staffing.Some of the services include:Contingency search- If you are seeking to hire someone for an open position, you may choose to perform a contingency search with a staffing firm. Staffing firms are paid only for successful searches; payment is typically a percentage of the candidate’s starting salaryRetained search - Employers can also retain a recruiter for a search by paying an upfront fee and giving the recruiter exclusivity for the job. The search may be more rigorous and take longer than other types of searches. Retained search is typically used to fill a senior level positionOn-site management- This refers to an arrangement where one or more of the staffing firm’s internal employees will work at the client’s office. The staffing firm may provide temporary staffing, contingency search, or any number of other services. This type of arrangement is desirable in situations where the client company has a high volume of recurring staffing needs and in situations where a large amount of coordination with company hiring managers is desired.Payrolling- With this sort of employment arrangement, a client company will identify a candidate but will ask the staffing firm to put the person on the staffing firm’s payroll. You may see this service used for summer or casual labor, for bringing back a retiree or former employee, for hiring a consultant where a 1099 situation does not fit, or for situations where budgets or company policy do not allow for a full-time permanent hire.Temp to hire- This is also commonly referred to as “temp-to-perm.” For companies, it is similar to hiring temporary help except that the client will hire a temporary employee with the intention of evaluating the candidate for consideration as a member of their permanent staff. The advantage is that a client company can try out the candidate before hiring him or her. The disadvantage is that the candidate may continue his or her job search and accept a permanent position before you have made a decision to hire.Contract Recruiting- A company needing to hire a large volume of employees may choose a contract recruiter. Under this arrangement, a human resources professional is hired from a staffing firm to recruit for a client company. The contract recruiter will work at the client company, under the direction of the client company. Typically the staffing firm and contract recruiter are paid based on an agreed hourly rate regardless of the number of candidates sourced and hired for the client company.Here, Know the Biggest Challenges of 2017 for Staffing Industry

Okay, gonna burst some balloons here. Are you a conservative who longs for the good ol’ days? When I was kid, growing up in the ‘60s, most other kids I knew had dads who worked and moms who stayed home. Now I grew up in Los Angeles, so the number of working mothers was significantly above average compared to rest of the country, but still, most moms I knew ran the household while dad worked. The jobs dads had provided enough money to pay for the house, a vacation once a year, college for the kids at some point, some sort of decent retirement plan and healthcare was part of the employment package. Those were the good ol’ days right? Well, they were if you were white, but that’s another story.Why were those old days better than today? Back then things worked like they’re supposed to. You know, like they were always meant to be. Today everyone, both liberals and conservatives, talk about how the current mess we’re in is some kind of dip, a temporary thing, something to be gotten through before things go back to normal, back to the way they used to be. But that period of middle class growth after WWII was the aberration. The good ol’ days were not normal. Throughout history the wealthy have always exploited those below them on the economic ladder. Any change in that dynamic had to be fought for. And it was usually bloody.All those things old white guys like me pine for were brought to us by people who had to fight for them. Those things were brought to us by unions. Here’s a list of things they fought to brings us-WeekendsAll Breaks at Work, including your Lunch BreaksPaid VacationFMLASick LeaveSocial SecurityMinimum WageCivil Rights Act/Title VII (Prohibits Employer Discrimination)8-Hour Work DayOvertime PayChild Labor LawsOccupational Safety & Health Act (OSHA)40 Hour Work WeekWorker's Compensation (Worker's Comp)Unemployment InsurancePensionsWorkplace Safety Standards and RegulationsEmployer Health Care InsuranceCollective Bargaining Rights for EmployeesWrongful Termination LawsAge Discrimination in Employment Act of 1967Whistleblower Protection LawsEmployee Polygraph Protect Act (Prohibits Employer from using a lie detector test on an employee)Veteran's Employment and Training Services (VETS)Compensation increases and Evaluations (Raises)Sexual Harassment LawsAmericans With Disabilities Act (ADA)Holiday PayEmployer Dental, Life, and Vision InsurancePrivacy RightsPregnancy and Parental LeaveMilitary LeaveThe Right to StrikePublic Education for ChildrenEqual Pay Acts of 1963 & 2011 (Requires employers pay men and women equally for the same amount of work)Laws Ending Sweatshops in the United States*If you have any of these things as an employee you can thank liberals. If you don’t have things on this list you can thank conservatives. You see, before liberals formed unions and fought for these things employers milked their workers for all they were worth and paid them as little as they could get away with. That was how it had always been. The wealthy exploit. They exploited peasants before they exploited workers and exploited slaves before they exploited peasants. This history of exploitation is well documented. It’s not hard to find confirmation of all this on the web or in dusty tomes. You can’t really make a credible case against it.After the Great Depression, President Franklin D. Roosevelt worked with progressives to restructure how our economy worked. Then, after WWII, liberal Democrats** and moderate Republicans finessed our position as victors in that global conflict and brought unprecedented prosperity to working and middle class Americans. But the wealthy old guard didn’t like this development and worked tirelessly to get back to the days of unhindered exploitation. It started under President Nixon and hit high gear with The Reagan Revolution. Union busting became a top priority. It’s not hard to see a parallel between shrinking unions, stagnant wages and disappearing benefits, since 1980.So the good ol’ days Trump voters yearn for, the America that used to be great, was brought to you by progressive economic policies pushed by liberals and supported by moderates. One has to admire the political acumen of the Senators and House Reps currently owned by The Establishment. While bringing about the reinstitution of age old economic exploitation, they’ve been able to get the victims to blame each other. Millions of voters blamed liberals, minorities and immigrants for their economic woes and have supported the very policies that hurt them. And they’ve done so for decades. We liberals have written off these voters rather than acknowledging the fact that their anger is justified. It’s the old divide-and-conquer bullshit. It’s old because it works.Is liberalism better than conservatism? Well, I’m a liberal who thinks some things should be conserved. Things like the environment. I’ve supported the preservation of old buildings rather than see them become parking lots. I believe in the importance of family. I maintain friendships through thick and thin. What does that make me? I’ll tell you. It makes me an American.*Thank you Daily Kos.**Not all Democrats are, nor always were, liberal. Back in the day many Dems were anything but progressive or even moderate.