Why didn't higher ups care? I didn't bother going up higher than skip. My core interlocutor was my skip's peer's report's report, I didn't expect my skip to go to war over slow-drip white collar bullying. Honestly, I was done and planning my exit once year 3.5 of "not this year" hit, going crying to VPs you see once a month / once a quarter felt insane & would have just devolved to he said/she said.
To your point re: seems like a lot. I worked with a couple counselors at same level as my skip over my last year there. (highly recommend G2G if anyone reading is at Google, kept me sane.) #1 said they dealt with less after kissing their VP's wife at an off-site - which is why I got #2, wasn't sure if that one was too skeezy at first.
What would I have done differently? I was honest the whole time, which didn't help because the fact I wasn't happy and it was escalating was clear. ex. with the hiring friend thing, told my manager that I was shocked and didn't expect that kind of thing at a startup.
How do you hire a friend without domain experience as a manager?
There's a core principle that once you've made it through Google interviews, domain doesn't matter, all Google SWEs will excel. Having loose rules with kind intent is awesome, but they're double-edged. That gives you rationale, and combined with moving recruiters into individual orgs., lets you put your thumb on the scale and bring in who you want. Also 2022 through June, Google was desperate to hire, this would have been justified as an awesome referral, and what's a friend, anyway?
> lets you put your thumb on the scale and bring in who you want. Also 2022 through June, Google was desperate to hire, this would have been justified as an awesome referral, and what's a friend, anyway?
Ok, I guess you're saying a manager brought in his friend, who was already hired by google (or passed HC), but they didn't get them hired at Google, right?
>#1 said they dealt with less after kissing their VP's wife at an off-site
Lol please tell me this is an official story I can find somewhere???
Anyway, I've heard Google is extremely slow with firing folks, even ones who are abusive. But I do see people get fired, though usually after many years of a pattern.
> Ok, I guess you're saying a manager brought in his friend, who was already hired by google (or passed HC), but they didn't get them hired at Google, right?
Exactly, you're right, they still went through interviews.
Why didn't higher ups care? I didn't bother going up higher than skip. My core interlocutor was my skip's peer's report's report, I didn't expect my skip to go to war over slow-drip white collar bullying. Honestly, I was done and planning my exit once year 3.5 of "not this year" hit, going crying to VPs you see once a month / once a quarter felt insane & would have just devolved to he said/she said.
To your point re: seems like a lot. I worked with a couple counselors at same level as my skip over my last year there. (highly recommend G2G if anyone reading is at Google, kept me sane.) #1 said they dealt with less after kissing their VP's wife at an off-site - which is why I got #2, wasn't sure if that one was too skeezy at first.
What would I have done differently? I was honest the whole time, which didn't help because the fact I wasn't happy and it was escalating was clear. ex. with the hiring friend thing, told my manager that I was shocked and didn't expect that kind of thing at a startup.
How do you hire a friend without domain experience as a manager?
There's a core principle that once you've made it through Google interviews, domain doesn't matter, all Google SWEs will excel. Having loose rules with kind intent is awesome, but they're double-edged. That gives you rationale, and combined with moving recruiters into individual orgs., lets you put your thumb on the scale and bring in who you want. Also 2022 through June, Google was desperate to hire, this would have been justified as an awesome referral, and what's a friend, anyway?