Keynote Video:
“Google is not a conventional company. We do not intend to become one,” Google’s founders wrote in their 2004 IPO letter. “Throughout Google’s evolution as a privately held company, we have managed Google differently. We have also emphasized an atmosphere of creativity and challenge, which has helped us provide unbiased, accurate and free access to information for those who rely on us around the world.”
What does this mean when your company has grown from a garage in Menlo Park to 60 offices in 20 countries in 10 years? 2011 will be the biggest hiring year in Google’s history. This means that in order to maintain and cultivate a culture of innovation and creativity investing in hiring the right people is critical to business objectives.
In this exclusive session we will discuss Google’s portfolio view of talent. It starts with finding the greatest candidates and building a solid pipeline for long-term growth. Once onboard, employees are groomed to be leaders through data-driven rotations, allocations and promotions. This is all a huge investment, and a constant feedback loop and assessment of the organizational culture is key for retaining talent.