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I have heard this question often that are MBA at IIT's worth enough to join? Well I want you people to read this and decide yourself ! :)Note: everything here mentioned is specifically about MBA department of IIT Kanpur. There are numerous other activities at PAN IIT level that students can be part of, but I have tried to keep my answer limited to MBA department only.A little Background: I'm a student at MBA IIT Kanpur, Batch 2015-2017. It has been only 6 months over here but I guess I qualify to proceed further to answer this question.Classroom experience and Curriculum details : MBA IIT Kanpur curriculum is similar to other B-Schools with first semester students going through compulsory basic subjects of every domain from Finance, Marketing, Operations, Analytics, HR. First thing first : MBA program at IIT Kanpur follows semester system unlike common practice of other B-Schools in India of trimester. From the second semester it is upto students which subjects they wish to study opting from wide range of electives of subjects from every domain mentioned earlier. About the work load - Well to be honest if any student participate in classroom then they can manage good grades. Yes the work load is there ( Oh! Definitely it is) , but it depends on student how he/she manages. Yes there are sleepless nights time and again to complete assignments, preparing for the quiz ( or the surprised ones, with the rumor it might happen next day) or some committee or club work a student is part of. About the statement that students don't get sleep during their two year stint at MBA, well MBA students sometime like to exaggerate this whenever this topic is brought upon to them either by friends, families or anyone. Fact is it is up to a student how he manages things and I personally feel that 7 hour sleep is possible everyday during 2 year game.How do I spend my everyday life here : Morning start with a business newspaper around 7 followed by classes at 9 am. In the first semester luckily we had all the classes which used to finish by max 3 pm in the noon. So it was upto me how I spend my time for the rest of day after 3 pm. Usually after 3pm, I used to do some placecom work until 5 or 6. Then read the cases and material for next day class (trust me, if you don't go through it by yourself; next day class will be of no use). Apart from that there are assignments and quizzes which I prepare for 1-2 hour. Then I try to engage myself in various B-School competitions whose quizzes are schedle in night around 10-11 usually. After that I play (badminton or volley ball) until 1 am. Then checking mails for next day, social media engagement or any other tv sitcom episode makes it 2. Then sleep for next day's class at 9 am.Committee Experience: I'm a member of placement committee here at IIT Kanpur. "Oh Dear Lord, why I wanted to be part of it", is the phrase I keep saying to myself time and again because placement committee is the one with high amount of work load compared to other committees and responsibility because of obvious reasons. But the experience so far I had to be its part is unmatchable with most of my sleepless nights going dedicated to it.Apart from placement committee, Public Relations Committee, Alumni Relations Committee, Corporate Relations Committee, Avant Garde Committee, Cultural Committee are there. There is one proposed committee by the students, but final ruling about the same is under process currently.MBA fest : Prabandhan is the annual management conclave and business festival of MBA IIT Kanpur. It usually happens in the month of September or early October. Industrial giants from various sector come and share their valuable inputs with students. Competitions under every domain were there with jury panel form the industry evaluating the students in all competitions.Summer Internship: I got the profile which I wished for when I joined MBA, Strategy/Finance. The summer internship is till the end of July so can’t add all the insights as of now.Other Activities : Apart from core committees and clubs there are numerous activities that MBA department students can be part of. On the top of my mind, there is this sports league which is going to happen in January 2016 only for MBA students. Apart from that various competitions of other B-Schools are there which students take part in, I personally participated in flagship Marketing as well as Consulting event of IIM Indore in October. Our team VERSACORP won the flagship marketing event.VERSACORP were the finalist in FMS Delhi. Ad Honerem, flagship Finance event.I also participated in Linkedin MTV GetAJob Season 2, and reached the finals of Marico Company for Business Transformation Intern.Detailed experience of the IIM Indore competition can be found on link :https://www.linkedin.com/pulse/mba-iit-kanpur-winning-flagship-marketing-competition-nagdev?trk=pulse_spock-articlesBooks referred for subjects in first semester :Accounting & Finance :Principles of Corporate Finance - Brealey, Myers & Allen - Buy Principles of Corporate Finance Book Online at Low Prices in IndiaFinancial Modelling by Simon Benninga - Financial Modeling: 9780262026284: Economics Books @ Amazon.comBhattacharyya, Financial Accounting for Business Managers - Buy Financial Accounting for Business Managers Book Online at Low Prices in IndiaHorngren et al, Introduction to Financial Accounting - Introduction to Financial Accounting, Student Value Edition (11th Edition): Charles T. Horngren, Gary L. Sundem, John A. Elliott, Donna Philbrick: 9780133251111: Amazon.com: BooksHorngren et al, Introduction to Managerial Accounting - Introduction to Management Accounting Plus NEW MyAccountingLab with Pearson eText -- Access Card Package (16th Edition): Charles T. Horngren, Gary L. Sundem, Jeff O. Schatzberg, Dave Burgstahler: 9780133059748: Amazon.com: BooksWilliam et al, Finance and Managerial Accounting - http://www.amazon.com/Financial-Managerial-Accounting-Jan-Williams/dp/0078111048Marketing Management :Kotler Philip, Marketing Management - Buy Marketing Management: A South Asian Perspective Book Online at Low Prices in IndiaApart from this there is a course pack full of case studies.Economics Analysis for Management :Microeconomics, Pindyck, Rubinfeld and Mehta - Microeconomics (English) 7th Edition - Buy Microeconomics (English) 7th Edition by Pindyck, Robert S|Author;Rubinfeld, Daniel L|Author;Mehta, Prem L|Author; Online at Best Prices in India - Flipkart.comMacroeconomics, Gregory Mankiw - Buy Macroeconomics Book Online at Low Prices in IndiaOrganisation Behaviour :Organizational Theory, Design, and Change - Amazon.com: Organizational Theory, Design, and Change (7th Edition) (9780132729949): Gareth R. Jones: BooksApart from this there are 2 course packs having 20+ cases.Quantitative Methods for Decision Making :Operations Research,Winston - Amazon.com: Operations Research: Applications and Algorithms (with CD-ROM and InfoTrac) (9780534380588): Wayne L. Winston: BooksOperations Research, Taha - Operations Research : An Introduction (English) 9th Edition - Buy Operations Research : An Introduction (English) 9th Edition by Taha Online at Best Prices in India - Flipkart.comJohn E. Freund's Mathematical Statistics with Applications - Amazon.com: John E. Freund's Mathematical Statistics with Applications (8th Edition) (9780321807090): Irwin Miller, Marylees Miller: BooksPicture with classmates :

I can't speak directly for top universities, but I've been on the faculty search committee at my community college several times. The general process is fairly standard.1. The school determines if a position needs to be filled. This can be because of retirement/other position vacancy, program growth, or other reasons. In some cases, more than one position will need to be filled.2. Official job postings must be made in a number of publicly available sources. At the very least, it will usually be posted on the school's HR section of the website.3. A search committee will be formed. This will usually comprise several faculty members from the discipline, and sometimes will include faculty from other disciplines to provide a fresh perspective.4. After the cutoff date for applications has past, the search committee will review all submitted applications.a. The first round of rejects will be those who do not qualify for the position at all (lack of proper degree and/or coursework, etc.). For my discipline (Criminal Justice), we throw away quite a few packets because law degrees (J.D.s) are no longer considered sufficient by themselves to teach in our field. This rule may vary depending on location and accreditation source, but generally speaking a person must at least have a master's degree in the field they will be teaching, or a masters degree in any field and 18 graduate hours in the field they will be teaching.b. The second round of rejects are those who meet the minimum hiring requirements, but are rejected because of less than desirable elements of the application packet. Depending on the number of applicants we have and positions to fill, we may be more or less forgiving in this stage. Generally, rejects in this stage lack experience, submitted sloppy application packets, or their work history and/or other credentials indicate that the applicant is a train wreck looking for a place to happen.c. Depending on how many applicants remain at this stage, we will narrow our list down to the top 5 or 6 candidates. Packets rejected at this point will be due to less competitive work history, skills, and experience. For example: our school is heavily invested in online education, so all else being equal we give preference to someone with experience teaching online. Lack of field experience is often a deal-breaker in fields such as mine where the degree is directly related to a job or series of jobs.5. The search committee will decide on a topic for the candidates to present during their interview. The committee chair will also finalize a list of interview questions that are acceptable to HR. This list usually doesn't change, but the committee can sometimes provide input on specific questions that may be more useful than others.6. The search committee chair will contact each of the candidates and schedule interviews. This will usually be done 3-6 weeks out, depending on our timelines for submitting our recommendations. The candidates will be informed of their presentation topics and told to prepare a 10-15 minute presentation aimed at freshman/sophomore level students (the levels we teach). The interviews are usually scheduled all on one or two days, so that we can get them done and move on with the selection process.7. The candidates arrive and we hold their interviews. This is a two stage process: basic interview questions and the sample class lecture based on the provided topic. Each candidate receives the same questions and presentation topic. We allow the candidates to decide which part they want to do first. If they need technology support (Powerpoint, overhead projector, etc) for their presentation, we set that up for them and show them how our equipment works.I have been told that many schools have a "poker face" rule for the search committee members during the presentation, meaning that they are to not respond in any way to the presenter. Tell a joke? No laughter. Ask a question? Silence.All of the committees I have served on have actively interacted with the candidate as if they were the instructor and we were freshman level students. We usually don't interrupt, but we will occasionally ask questions from a freshman level understanding to see how the candidate responds.8. After all interviews have been completed, the search committee completes the evaluation forms and rank orders the candidates. We indicate if any candidates should not be hired, and the rest we list in order of preference for hiring. This will be based on how they answered their interview questions, the quality of their presentation, and our general feeling of how well they will fit in with our department.9. The list of recommendations is submitted to our department chair, and then on up the chain to the dean, the VP for Academic Affairs, and finally the college President for their approvals. In almost all cases, the recommendations of the committee are honored, and the selected candidates are approved for hiring.10. At this point, someone from HR will contact the candidates on the list and extend the job offer to them. This is done in order of preference from the top down. It is not unusual for a successful candidate to have received multiple hiring offers, so HR will go down the list until they receive enough acceptances to fill all of the available positions. In the event that a new hire fails to follow through on the hiring process, HR will pull out the list and continue down the line again.******The main differences between what we do and what top universities do will largely be based on the focus of the schools. My school is almost exclusively teaching oriented, so your research portfolio isn't really important to us. We'll look for teaching skills and experience. Conversely, most top schools are research oriented: without a top-notch list of publications you won't be considered. Your teaching experience will be a distant second.Top schools often only hire for one position at a time, and do so very rarely. This will be a major decision, and politics (both departmental and disciplinary) will be more heavily involved. Are you great at research, but you follow a theory that the school doesn't like? Sorry, you probably won't be hired.Because of how rarely a top school hires, they will be more concerned about the permanency of the hire, and how it will affect the school's reputation.

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.