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This I'll actively disagree with. Google is in a strong negotiating position. They would be amiss to their shareholders to not negotiate well. For someone wit

This I'll actively disagree with. Google is in a strong negotiating position. They would be amiss to their shareholders to not negotiate well. For someone with a short tenure at Google, I'm worried that you haven't seen the larger picture yet. The corporate policy is to hire the best and treat them well. But we are not hiring the best with consistency, instead often weighing cost and patience higher than talent and experience. Ask around about your colleague's referrals. For the very few that get through HC, many of those engineers pass up the opportunity to work at Google precisely because our offers were to drop them a level or two and 10-15% salary. Make no mistake, that this hurts Google. We would be much stronger to have the talent from Cisco, Amazon, and Microsoft that I've seen turn away Google.

btilly 17y ago
If you only look at the people who would have been better than average here and get lost for that reason, sure. What happens if you include the people who would have been worse here and get lost for that reason? Unless you can make the case that the ones who are unwilling to come really are better than the ones who do come, then there is no net difference. Given the difficulties with measuring relative talent at that level, this is a really hard case to make. (You could try to do it by A/B testing two different hiring processes...) In fact my inclination is to believe the opposite. People who are more excited by the culture, co-workers, and problems that Google has are generally willing to take that drop. Which is a sign that they will fit in better here in the long run.