1. Authority
1.1. Eliminate Status Symbols
1.2. "If you have facts...
1.3. Share promotion statistics
1.4. 20% time
1.5. GoogleGeist (GG)
1.5.1. Mechanics
1.5.2. Variation
1.5.3. Benefit
1.5.4. Default to Open
1.5.5. Focus
1.6. Quick Hit Programs
1.6.1. Waste Fix-It
2. Performance Evaluation
2.1. Setting goals
2.2. Measuring performance
2.2.1. GGQs
2.2.2. No distribution guidance
2.3. Fairness
2.3.1. Managers
2.3.2. Calibration
2.3.2.1. Handouts
2.3.3. Decoupling
2.4. Format
2.4.1. Self
2.4.2. Peer
2.4.3. Guide
2.5. Promotions
2.5.1. Self-nomination
2.5.2. Committees
3. Performance Management
3.1. Bottom 5%
3.2. Top Performers
3.2.1. 8 attributes of good managers
3.2.2. Upward Feedback Survey (semi annual)
3.2.3. Manager Training
4. Learning/Training
4.1. Deliberate Practice
4.2. Top performers = best teachers
4.3. G2G
4.4. Tech Advisors
4.5. Measuring Learning
4.5.1. 1. Reaction
4.5.2. 2. Learning
4.5.3. 3. Behavior
4.5.4. 4. Results
5. Comp
5.1. 4 principles
5.1.1. Pay unfairly
5.1.1.1. Understand impact
5.1.1.2. Understand system
5.1.2. Celebrate accomplishements
5.1.3. Spread the love
5.1.3.1. gThanks
5.1.3.2. $175
5.1.4. Reward thoughtful failure
5.2. Normal comp breakdown
6. People Programs
6.1. 3 Goals
6.1.1. Efficiency
6.1.2. Community
6.1.2.1. Online Bulletin Board
6.1.2.2. Take your parents to work day
6.1.2.3. gTalent shows
6.1.2.4. Random Lunches
6.1.2.5. Employee Resource Groups
6.1.2.6. Advanced Leadership Lab
6.1.3. Innovation
6.1.3.1. Tech Talks
6.1.3.2. Talks@Google
6.2. Be there when people need you the most
6.2.1. Employee death
6.2.2. Maternity leave
7. Nudging
7.1. Be wise
7.1.1. New Hire
7.1.1.1. Manager checklist
7.1.1.2. New hire checklist
7.2. Be healthy
7.2.1. Optimize Your Life
7.2.1.1. Healthy food
7.2.1.2. Smaller portions
7.3. Be wealthy
7.3.1. 401(k) reminders
8. People Ops Team
8.1. Strive for nirvana
8.1.1. 1. HR that just works
8.1.2. 2. Mass customization
8.1.3. 3. Anticipation - "french fry moments"
8.1.4. 4. Nirvana
8.2. Use data to predict and shape the future
8.3. Improve relentlessly
8.4. Fiend and unconventional team
9. Culture
9.1. A mission that matters
9.2. Transparency
9.2.1. Quarterly Company Meetings
9.2.2. Weekly TGIF all hands
9.2.2.1. Hangouts OnAir Q&A
9.2.3. "Late Binding"
9.2.4. "Dogfooding"
9.2.5. Email Norms
9.3. Voice
9.3.1. "Bureaucracy Busters"
9.3.2. Juniors as notetakers
9.3.3. Canaries
9.3.4. Culture Clubs
10. Hiring
10.1. Two fundamental changes
10.1.1. Hire only people who are better than you
10.1.2. Managers need to give up power
10.2. Set an objective standard
10.3. Minimize false positives
10.4. Referrals
10.4.1. Bonuses are useless
10.4.2. “White glove service”
10.4.3. Sourcing Jams
10.5. Sourcing
10.5.1. gHire
10.5.2. Top companies organograms
10.5.3. Google Careers
10.5.4. External Search firms
11. Interviews
11.1. Best Methods
11.1.1. Work sample test (29%)
11.1.2. General cognitive ability (26%)
11.1.3. Structured interviews (26%)
11.1.3.1. Behavioral Interviews
11.1.3.2. Situational Interviews
11.1.4. Assessment of consciousness (10%)
11.2. qDroid
11.3. VoxPop
11.4. Attributes predicting success
11.4.1. General cognitive ability
11.4.2. Leadership
11.4.3. Culture Fit
11.4.4. Role related knowledge
11.5. Only 4 interviewers
11.6. A different process
11.6.1. Initial (resume) assessment
11.6.2. Preliminary (remote) interview
11.6.3. Interview Panel
11.6.4. Equal weight
11.6.5. Review by disinterested reviewers
11.6.5.1. Hiring Committee
11.6.5.2. Senior Leaders review (weekly)
11.6.5.3. CEO review (weekly)