At Google, we have pretty radical transparency, at least in Engineering where I sit.  With few exceptions, we can all see what every colleague is working on (via the Project Database or “PDB”), what they’ve recently accomplished (via weekly self-composed “Snippets”), and even what their core contributions have been to the company (their Google resume).  Through our performance review system, we can not only review our peers (and have them read exactly what we wrote about their strengths and weaknesses) but even review our bosses.

I think on the whole this transparency is outstanding… ethical and useful.  But one part is missing, right?

- We can see what people are working on.
- We can see how people are performing.
= We can see what they accomplish.

but…

- We CANNOT see what their compensation is.

and beyond that…

- We do not have a direct SAY in their compensation, only quite indirect input into promotions.

Let me make one thing very, very, very clear here:

I believe that total compensation transparency (beyond one’s own private understanding of his or her own salary and compensation mechanisms) IS A BAD IDEA.  Let me repeat that.  I am NOT seriously advocating that companies disclose the salary of each employee within or even outside of the company, nor do I suggest that employees be empowered to set and adjust their peers’ compensation packages.

But… what if?  And why does salary remain so strongly one of the last taboos in this increasingly hip world of transparency?  What is it about human nature which makes us (even me!) shudder at the thought of this specific set of ideas?

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Stupid disclaimers.  You know ‘em, and you probably either ignore them or laugh at them.  Slightly enhanced samples that are either spoken at 420 words a minute or that take up a bazillion lines of tiny tiny text on the back of ads in news magazines.

• “Warning: Stunt driver on stunt track in stunt car.  Do not drive like this [except in Rome]”
• “Warning: Medication may cause sniffling, itching, numbness in extremities, permanent paralysis, or death. [+ 31415928 more lines that no one bothers to read]
• “Remember, drink responsibly!  [Also, be nice to your mom.  Put up the toilet seat.  Don’t be prejudiced.  Love a geek today.]
• “Results not typical.  Your results may vary. [Let’s face it… 99.9999% of people on this diet don’t lose an ounce.  We just managed to find the one freak who had liposuction after taking our product.]

Completely useless, aren’t they?  Somehow I don’t think we’re gonna hear stuff like this from beer-bongin’ frat boys:
“Hey Sarah, I’m concerned about you!  I mean, Mr. Jose Cuervo insists that we drink responsibly, and I just don’t think you are!  Can I get you an orange juice instead?”
“Whoa, dude!  Didn’t you listen to that ad?  It said DON’T drive like this!  Come on, pull it back to 55 man!”

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And then there’s the seemingly unrelated issue of corporate compensation.
Forbes magazine lists some of the worst (most unproductive) CEOs and notes their compensation, including:
- Richard M Kovacevich, Wells Fargo, $72.04 million
- Edward E Whitacre Jr , AT&T, $49.01 million
and, brace yourself:
- Barry Diller, IAC/InterActiveCorp, $295.14 million (over half a BILLION dollars in the last 5 years, and ranked as one of the 15 most unproductive CEOs in the entire survey)

Which raises some questions:

 

I recently noticed that a fellow Googler posted some thoughtful tips about interviewing at Google, and -- now that I'm a bit more comfortable blogging about Work -- I figured I'd contribute to the conversation a bit by offering my own, unofficial tips.

Note the unofficial part. I work in Search Quality; aside from occasionally being asked to interview candidates (like most Googlers) -- I have nothing to do with our recruiting, recruiters, etc., nor do I pretend to speak for the HR folks. The stuff below is based on my own observations and opinions.

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Application and interview tips

Broadly: be interesting, be humble, demonstrate outstanding competence in your direct area, briefly highlight your well-roundedness (academically, workwise, and personally), and clarify how you are an excellent fit with both the position you're applying for and Google overall. 

Admittedly, with an insane number of applications a year, it is a bit of a numbers game.  Some outstanding people get rejected.  And, though I haven't witnessed this personally, I'm sure some jerks get offers.  Luckily, Google's been overhauling its hiring processes, and I'm optimistic that particularly the percentage of great people getting overlooked (in relation to the number of apps) will decrease.

Some specific tips and notes:

I’ve had it with tipping.  The more traveling I do—for business or pleasure—the more I despise the uncertainty, the uncomfortableness, the need to have petty cash on hand.  When will someone—an influential someone—say ENOUGH IS ENOUGH?!

Tip too little, and you risk imperiling the quality of service you receive in the future from that person… plus you may look like an idiot or a miser in front of friends and business acquaintances.

Tip too much, and you look like a chump… and your wallet is made thinner (sometimes much thinner).  And you feel like a moron for being taken advantage of.  Heck, in some countries, you risk really offending someone!

This is one of the many reasons why I love Europe: you typically round up to the nearest euro when you eat out, and that’s that.  Adding to the coolness… for takeout food and pretty much else, what you see on the billboard or pricetag is what you pay.  15EUR?  You pay 15EUR; taxes, fees, etc., all included.

Now, back to the insanity that we endure in the States… Here’s just a sampling of recommended tips from a recent AAA (Automobile Association of America) article:

Happy Googleversary!

As I was getting ready to board the Google Shuttle home recently, a colleague (who started at Google on the same day I did) poked me and jokingly wished me a "Happy Googleversary!"  Right then it hit me that, yeah, I had been at Google for a full year.  Wow!

Also in the last few weeks, coincidentally I presume, many folks -- particularly fellow alums -- have been e-mailing me to ask about what it's like at Google, how they can get a job there, etc.  I will be e-mailing all of them back (sorry for the delay!), but in the meantime it's prompted me to do something I've been planning to do for a while:  write a few (okay, maybe more than a few) words on how I ended up at Google and what my thoughts are about working there.

I’ve been at Google about four months, and it’s been a hell of a great ride so far.  I really need to write more about this later, but in a nutshell… my colleagues rock, the flexible and trusting environment is awesome, and I’m very excited about what I’m working on. 

However, I do have to admit to sometimes being a bit freaked out :o.

I wrote this quite a while ago, both to vent my frustrations and also to sincerely urge HR folks and interviewers to improve their practices.  I’ve had pleasurable experiences with most of the companies I’ve interviewed with in the past, but there has still often been quite a bit of room for improvement.  Also, I figured my rant below might make for a useful counterpoint to the plethora of interviewee-advice pages out there .

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Dear HR folks and interviewers:

Write or call back when you say you will.  If you don’t, apologize.

Don’t ask us about our salary history.  That’s rude and completely irrelevant.  Perhaps we were working for the Peace Corp.  Maybe we were wildly underpaid at our last job.  Or crazily overpaid.  Instead, tell us (at least a range of) how much your position is paying and we’ll let you know if that’s aligned with our expectations.

Make job descriptions descriptive… complete with some day-to-day details.  Cut the jargon and market’y crap.  When your Craigslist ad contains verbiage about “best of breed solutions” and “every customer is #1” and “we offer GENAROUS [sic] benefits! [ahem, such as?]” we don’t know whether to laugh hysterically or run screaming.

A couple of months ago, I became a Googler.  Since my boss—Matt Cutts—has already so kindly introduced me on his blog, I feel this is probably a good time to say a few words about my new job

The short version:  I’m honored, humbled, a bit nervous, and yes, very happy.  As a lifelong geek who’s been excited about search and Google in particular for many years, it’s hugely fascinating to be experiencing new adventures from the “inside.”

Okay, now for the longer version!

As seen by this Australian TV commercial from Super Geek and this admittedly damn funny Fear of Girls video, we learn that…
- Geeks are all guys, and not particularly attractive fellas, either
- Geeks are typically sporting taped-up glasses and completely uncool fashion
- Women AREN’T geeks (and they’re most often confusing/confused AND helpless)

I recently got an e-mail from a former workmate, asking if I'd be willing to join him for a coffee or a meal to give "some career advice [...] and honest opinion[s]."

I'm very flattered and I like doing this sort of thing for many reasons.