SecB Grp3 Google

8/10/2019 SecB Grp3 Google

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Presented By

Group 3 Section B Aishwarya Mohan

Deepti Sri KocherlakotaManish WatharkarPrabhash BabbarSiddharth ModakTaranpreet Kaur


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We try to provide an environment where people are going to behappy. I think that is a much better use of money than, say,hundred-million-dollar marketing campaigns or outrageouslyinflated salaries.

-Sergey BrinGoogle Co-Founder


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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).


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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.


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1995: Founders Larry Page (Larry) & Sergey Brin (Sergey) graduated in ComputerSciences from the Stanford University.

1996: In January, Larry and Sergey worked to extend their summer project on searchengine, BackRub, which would retrieve relevant information from the vast pool ofdata 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 ofmemory disks to store copious amount of data and started looking for potentialpartners to license their technology. They used their respective dormitory roomsas a data centre and a business office. However, they were turned down by themost of the portal owners including the Yahoo! Founder, David Filo (Filo). Filoinstead encouraged them to open up their own company.

With the Dotcom Fever at its peak in the late 1990s, Larry & Sergey reluctantlydecided to set up their own company. However, they first had to move out of theirdormitory rooms and clear their debts. They put their PhD plans on hold andstarted looking for a prospective investor


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A Ray of Hope: Birth of Google

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

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

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

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

Website: www.google.com

First Recruitment: Craig Silverstein, a fellow student from Stanford. (He laterbecame the Technical Director of Google).
http://www.google.com/http://www.google.com/http://www.google.com/http://www.google.com/http://www.google.com/http://www.google.com/


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Initial Success

While it was still in the Beta stage of the Softwares trial run phase, Google was answering 10,000 onlinequeries a day.

Within a span of a few months, Googles popularitycaught the attention of the media with articlesappearing in the prestigious newspapers, USA Today(USA)and Le Monde (France).

PC Magazine in December 1998 named Google as oneof the Top 100 Websites & Search Engines for 1998.


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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 HatVenture Capital: $25 mn., Sequoia Capital and Kleiner Perkins Caufield &Byers.

1999, JuneMike 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/BusinessDevelopment andUrs Holzle (of UC Santa Barbara) joined as VP, Engineering.


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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 ImageSearch (from a 250 million image index), Street Maps,Spell Check, Auto translate, etc.


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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.


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2002:

Launched Adwords Select , an advanced versionof Adwords. Entered into an mutual beneficial agreement with

AOL; Google provided AOL with search results

and AOL placed banner ads of Google on itswebsite. Announced syndicated advertising agreements

with Ask Jeeves, InfoSpace.com and AT&TWorldNet Service.

Launched Froogle , a product search engine whichenabled users to search for products of theirchoice along with their image and price.


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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. Vincentand the Grenadines, India, Malaysia, Libya,

reaching 82 in number by the year end. December: Google announced to have its IPO

early in 2004.


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Google has an informal work culture at Googleplex (its headquarters). Googleplex is decorated with Lava Lamps and painted in the bright colours of GoogleLogo. Googlers are allowed to bring their pets in to the workplace, and were themselvesprovided with free snacks, lunch and dinner prepared by a celebrity chef Charlie Ayers. Google provides recreational facilities such as workout gyms, assorted video games, apool table, ping-pong and roller skater hockey. Googleplex has snack rooms offering Googler cereals, gummi bears, cashew nuts alongwith fruit juices, soda, cappuccino.


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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 communicationbetween them and the employees.

Google doesnt have a management structure with most engineers working inteams of three and the project leader rotating among team members.

Teams have complete freedom regarding their projects, reporting directly to theVice President. People related well to the motto of Google which said You are theboss. Dont wait to take the hill. Dont wait to be managed.


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A Culture Built on Qualitative and Quantitative Data helps improvingemployee 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 theirsuccess. 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 keepthem is by making their work fun.


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1. Work as a FamilyThe idea of family is woven into Googles fabric, from their hiring processes, toperformance management, product development, and customer support. Theytrust their associates, or Googlers , with sensitive information youd only trustwith people you think of as family.

2. A Culture of LearningGoogle follows a 20% Time Philosophy in which they allow employees to pursueany 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 andtry to tackle the big problems, rather than run from them.


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4. Spirited TeamworkBuild a community, not just a company. Google has moved from a process basedculture to a people based one. For eg:- flexible schedules, carpools, dining togetheretc.

5. A Caring CultureTake care of your employees and their families, and they will take even better care ofyour customers. Its as simple as that.


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Re c r u itm e n t a t Go o g le


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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.


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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


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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


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Ways of Recruitment

Recruitment adds


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Employee Referral programme

Googlers refer their friends and relatives to workat Google. Around 40-50% of new recruits get hired because

of this employee referral programme. Googlers earns $2000 if any of his referrals get

selectedProgramming contests

To attract talented programmers, Google startedconducting programming contests from 2001. Prizes worth- $25000


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Encouraging To Do Something NewInnovation

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


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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


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Goo gle Fe atur es


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Cached Links | Similar Pages


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Definitions To search the definition of a term or phrase

File Types Allows users to search for data in specific fileformats


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Im Feeling Lucky Takes the user directly to the first webpage returned by the query

Site Search Enables user to search one particular site


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Automatic Translation Translates web pages in searchresults into language selected by user

Google Image Search Allows users to search for images


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Date Range: Allows users to select data between specificdate range

Google Search Appliance Extends Google search engineto corporate intranets and web servers


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Google Compute Accesses idle cycles on Google Userscomputers for working on complex scientific problems

Google Web APIs Enables programmers to access webpages as a resource in their applications


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A critique of Googles

Culture


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Zero percent employee turnover rate Googles zero percent employee rate was because of its fun -loving work-

culture.

Grueling work day12 hour working day had become norm at the company.

Recruitment process

Google had become narrow in its recruitment process. It focused more onacademic records than experience.

Step-motherly treatment to contract laborers

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


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Lack of hierarchyRecruited many engineers were same job title as it lead to chaos regarding

control and decision making power.

ArroganceGooglers ( Employees of Google) had become arrogant.

Unpunctual:Googlers failed to keep their appointments

Inattentive :

Most of the Google employees would not pay attention to thepresentations.

Control of Google:According to insiders founders Sergey and Larry had more control over Google

than C.E.O. Schmidt.


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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

Yahoo! Internet LifeMagazine

2000 Webby Award for Best Technical AchievementAward & Peoples Voice Award in TechnicalAchievement 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

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


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Year Awards Presented by

2001 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

The Web

Search Engine Watch

2002 Best Search Feature(Google Toolbar & GoogleCache) for 2001 MIT Sloan eBusiness Award as the StudentsChoice Award Crowd Pleaser HotTech Award

MIT Sloan

San Francisco Business Times

2003 Webby Peoples Voice Award for TechnicalAchievement 2002 Brand Of the Year Listed as No. 3 top B2B advertising company

The Web

Interbrand Consulting Firm B to B Magazine


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SecB Grp3 Google

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