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Raffles and pizza free: Google does not scrimp efforts to contract the best ones
In June, when Anselm engineer Baird-Smith considered to leave to his use in the giant de the auctions eBay in line Inc., it received a call de Google Inc. In a matter de days, the executives de the motor entrevistaron search it and they defered a pay de six digits and actions to him valued in million dollars.
“Google was quite aggressive”, recognizes Baird-Smith, who owns a doctorate in computer science and is met to develop Jigsaw, a sdetware program which the servants use. While the war de supplies intensified to count on its services, it got to receive a call de Eric Schmidt, the executive president de Google.
In the 15 months that have passed since Google left to stock market, the Californian company has impelled to the technological world with its innovating technology search by Internet, its plan de businesses and the lifted price de its action. But in defices Valley the Silicone, Google also has injected something more: a race de hirings that evokes the days de the fever puntocom de aims de the 90. In order to obtain its present rate de 10 hirings to the day, Google has assembled a formidable machine de recruitment that it includes up to 300 recruiters free-lance who help to identify who is who in the industry de sdetware.
In order to find talented candidates, Google has organized contests de writing de codes de sdetware. It has papered signboards with mathematical problems that asked, for example, to identify “the first prime number de 10 digits found in consecutive digits de e”. It has paid to include a “aptitude test” in technology magazines animating to engineers to present/display his answers to 21 questions along with his curricula. And it has drawn attention de students de engineering when giving pizzas and to organize raffles de electronic devices to impel the recruitment in the universities.
An engineer de first level is worth “300 times more or than the average”, explains Alan Eustace, assistant director de engineering de Google, that adds that it would prefer to lose all a class de withdrawn de engineering that to an exceptional technologist. Many services de Google, like Gmail and Google News, were initiated by a single person, explains.
Other companies are contraatacando. The strategy de Google with Baird-Smith caused that eBay defered to the engineer incentives to him in cash to remain. Bill Nguyen, industralist Valley a Silicone, defered US$1 to him million by three years to work in a new company, besides action in any resulting project. Baird-Smith accepted the supply de Nguyen. “That is what there is to do if you want to defeat to Google”, Nguyen says.
Although Baird-Smith escaped to him, Google has managed to catch to great talents, including a Kai-Fu Lee, ex- de Microsdet Corp., Louis Monier, ex- de eBay, and Vinton Cerf, deten mentioned like the father de Internet, that evolved in Inc. MCI
When Google left to stock market in August de 2004, it had about 2,600 employees, a fraction de the 60,000 de Microsdet and the 150,000 de Hewlett-Packard Co. For the 30 de September, Google counted full-time on 4,989 workers, 87% more than when it made debut in the market.
The executives de Google say that their efforts to contract programmers, engineers and other experts in technology de high level are not unique. “We are working hard to obtain talent, but other companies Valley Silicone are doing the same”, says Arnnon Geshuri, director de personnel de Google.
Microsdet recognizes that it has tried to contract some employees de Google and fichó to the person in charge de the research laboratories de Yahoo Inc. at the beginning de year. Yahoo, on the other hand, has strengthened its personnel de investigation with hirings de high level de Amazon.com and International Business Machines Corp., among others.
The process de hiring de Google is seen like one de most exhausting and extensive de the industry. The candidates are subject to weeks de interviews and the decisions deten are taken by great committees de executives.
Eustace, de Google, says that the wages that the company defers by talent de high level are generally similar to those de their rivals or a little smaller. But, in addition they defer restricted actions. According to the competitors de Google, if the company/signature discovers that one de its main candidates is attemped by the competition, duplicate its supply de action.
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