A qualitative assessment of that factor is hard because Google doesn't hire the people that it doesn't hire. Another assessment could be that a divergence of o

A qualitative assessment of that factor is hard because Google doesn't hire the people that it doesn't hire. Another assessment could be that a divergence of opinion among interviewers is itself a positive sign -- programmers with strong controversial opinions who are willing to hold to them even in an interview setting might be better programmers for that. A less sanguine assessment is that "success at Google" correlates with people who generate controversy around themselves, simply because that is something that creates visibility.