A new article in The New York Times offers a surprising amount of information about senior management at Google – in particular, how many of those senior executives feel that Google CEO Sundar Pichai is too methodical in his deliberations on the direction of the company.
These senior executives “say that Google’s workforce is more and more frank, ” the article mentions. “The personnel issues are spread in the audience. Decisive leadership and big ideas have given way to risk aversion and incrementalism. And some of those executives go off and let everyone know exactly why. “
If you believe the perspective of these executives, Google faces the same problem that many demanding tech companies that have grown to enormous size – how to maintain startup-caliber innovation and momentum amid a sprawling bureaucracy. In its early years, Google had unique policies to stimulate the creativity of technologists, including its famous “20% of the time”and its Google Labs incubator. But since becoming CEO of Google and its parent company, Alphabet, Pichai has asked his teams to focus a lot more, brushing aside initiatives that don’t fit into a larger mission or don’t give rise to concrete results.
According to Time, “at least” 36 Google vice presidents have left the company in the past year, out of a total of around 400. Some of those executives, according to the article, have moved on to less hostile companies. risk, where strategic decisions are made faster.
If Google is truly at an inflection point, its managers are more important than ever: they will determine whether teams are creative and dynamic, or whether they (and the organization as a whole) are stagnating. With that in mind, how much do Google officials (specifically, software engineering officials) earn? For an answer, we can turn to levels.fyi, which outsources its compensation data.
Managers earn a lot at Google, to put it mildly, although the company’s software engineers are also paid extremely well (again, according to levels.fyi):
For years, Google has paid massive salaries (along with generous perks and perks) in order to attract some of the world’s best technologists and keep that talent apart from other deep-pocketed tech companies. The strategy worked, as the company grew into a giant with huge revenue and influence. For technologists who want to work on fast-moving projects, however, the money might not be enough to keep them in place.