On my recent visit to Brazil I had the opportunity to visit the Google offices in Sao Paulo, in other words, googlei (i. google visited). Spot could confirm the excellent working environment and some of the secrets of success:

First Commandment ... an excellent recruitment

Google believes, and practice, the maxim that people are its greatest asset! There is no doubt that, to succeed as a company, must select (only) people who want to change the world. Not, therefore, surprising that one of the most valued internally is the recruitment.

about 50% new employees are given by current staff and, still, only be admitted that the best assessments to obtain the 6 phases:

1. Analysis of the curriculum
2. Telephone interview
3. Live interview (possibility of being held 8 interviews 8 different people)
4. Admission Committee
5. Committee of the Americas
6. Global Committee (Led by CEO World, decides all contracts for the whole world)

Googlers want to change the world

The strong power of initiative,Google's employees, together an enormous passion for Company (because Google rewards that passion), allowing, to fit into a team of extraordinary people, they do not need to point the way to help draw the maps for the success of Google. Googlers are, still, flexible people, team players and great communicators.

If people are great let them work

The structure (matrix) Google is very little hard, there is a defined organizational structure (the ruler and square) and the beta model (so the way google labs) is also preferred in terms of organizational structure. Each 18 months, there are new projects, it creates new teams and new goals to achieve (focused on customer satisfaction).

A google believes in its recruitment and selection process, therefore, if someone works in google is because it has value and must have clear path to work (and this rule is so since hiring the first employee, former co-founders of the doctoral).

Ah!
1 – There are no set schedule, but aims to achieve!
2- Profits are distributed to all (those who obtain good evaluations of performance) employees;
3- Performance evaluation happen in both directions and 3 in 3 months.

and, by the way ... make them feel at home

Food and beverages available in their são, free, at any time of day (I was there at lunch and they looked delicious cakes) to all employees, as well as, massage and yoga classes (days in pre-arranged), Bahia networks, games consoles and pool table.

Good life or the most intelligent management?

I vote for the results in the second option.

Wheat and Miguel C. Felix Ximenes

Thanks to Felix Ximenes (Director of Corporate Communications for Google Brazil) and by tour edition 143 the magazine you,S / A (for helping me to remember some of the details that I could have escaped).