Google

You learn too much.

Access to cutting-edge technology.

20 days of vacation.

Good profit sharing + RSUs.

Hands-on hybrid work scheme.

Excellent facilities with cafeteria and snacks.

The pay isn't as amazing as one would think.

The base salary is low and uncompetitive for the level of complexity and responsibility of the role, especially considering the constant increase in the cost of living in the city. Rent near the office can consume a considerable portion of income (not counting stocks), which is disappointing. Being Google, one would expect compensation more aligned with the market, especially when the same activities are paid 2x or 3x more in other countries, with a better quality of life and working conditions.

The work can be highly demanding and draining, involving you in three or four simultaneous projects that easily exceed 40 hours per week. Additionally, there's a strong internal political load, especially in promotion processes.

No matter how hard you try, there's almost always someone already considered in the "pipeline" from previous cycles. To achieve a real promotion, it typically takes at least four years at the same level, with minimal salary increases and annual reviews influenced by factors outside your control.

The leadership is weak. Several ex-Googlers have decided to change companies or teams due to an environment with shades of favoritism, extremely slow growth, and unhealthy internal competition. Even lateral moves require re-interviews, maintaining the same level and compensation, which discourages internal development.

Finally, the return-to-office policy lacks practical sense: most people collaborate with international teams and clients, so attending in person only reduces efficiency and productivity, especially considering the location in one of the city's most traffic-congested areas.

Es necesario replantear el balance entre carga laboral, compensación y crecimiento. La organización debería enfocarse más en resultados e impacto real que en política interna.

Hacer los procesos de promoción más justos, en lugar de enfocarse en política sino en desempeño; ofrecer incrementos salariales acordes al mercado y reconocer el esfuerzo continuo de los empleados ayudaría a mejorar la retención de talento.

También sería recomendable flexibilizar la política de asistencia a oficina. Muchos equipos son globales y el trabajo remoto mejora la productividad en lugar de afectar las actividades del día a día en un rol demandante como este.

Finalmente, fortalecer el liderazgo y promover una cultura de apoyo genuino podría devolver el entusiasmo que muchos empleados sienten que se ha perdido.