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> In April of 2017, Google’s Technology Stafﬁng Management team was instructed by Alogna to immediately cancel all Level 3 (0-5 years experience) software engin

> In April of 2017, Google’s Technology Stafﬁng Management team was instructed by Alogna to immediately cancel all Level 3 (0-5 years experience) software engineering interviews with every single applicant who was not either female, Black, or Hispanic and to purge entirely any applications by non-diverse employees from the hiring pipeline. If this were remotely true, we wouldn't see any white men hired in a junior level at the moment. Yet every year you see hundreds hired at that level.

gpm 9y ago
> the manager of YouTube's Tech Staffing Management Team, Allison Alogna So not all of Google, just junior engineers who came in via this manager. Also > Google had a policy that recruiters were not to hire Level 3 ad Level 4 Software Engineers. However, YouTube recruiters were given permission to hire Level 3 and Level 4 Software Engineers, if they were diversity hires. and I've been told the general way to get hired at Google as a new graduate is to apply to a general thing, and that you get placed somewhere in Google after you get hired, so it's quite possible that most junior engineers even in YouTube simply don't go through people working for this manager while getting hired.
- fh973 9y ago
  ... and not even Google, but YouTube. Even if it looks like to be Google, there is still a separate YouTube LLC and last time I checked, it was also a different organization career-path wise.
- benmmurphy 9y ago
  There is a good chance if this was true it was just the result of a rogue manager. You can imagine some managers might have incentives to increase diversity, and there is also a policy of non-discrimination in hiring. However, one of the easy ways to increase diversity to achieve your objectives might be to engage in a discriminatory hiring policy. So it might be very tempting for some managers to go rogue if they are not able to hit their objectives using non-discriminatory methods.
beisner 9y ago
As a white man hired at L3 last year, I can confirm this.
- plandis 9y ago
  In the YouTube organization?
- craftyguy 9y ago
  Maybe they couldn't find any 'diverse' candidates to hire and had to settle with you.

gpm 9y ago

> the manager of YouTube's Tech Staffing Management Team, Allison Alogna So not all of Google, just junior engineers who came in via this manager. Also > Google had a policy that recruiters were not to hire Level 3 ad Level 4 Software Engineers. However, YouTube recruiters were given permission to hire Level 3 and Level 4 Software Engineers, if they were diversity hires. and I've been told the general way to get hired at Google as a new graduate is to apply to a general thing, and that you get placed somewhere in Google after you get hired, so it's quite possible that most junior engineers even in YouTube simply don't go through people working for this manager while getting hired.

fh973 9y ago
... and not even Google, but YouTube. Even if it looks like to be Google, there is still a separate YouTube LLC and last time I checked, it was also a different organization career-path wise.
benmmurphy 9y ago
There is a good chance if this was true it was just the result of a rogue manager. You can imagine some managers might have incentives to increase diversity, and there is also a policy of non-discrimination in hiring. However, one of the easy ways to increase diversity to achieve your objectives might be to engage in a discriminatory hiring policy. So it might be very tempting for some managers to go rogue if they are not able to hit their objectives using non-discriminatory methods.

beisner 9y ago

As a white man hired at L3 last year, I can confirm this.

plandis 9y ago
In the YouTube organization?
craftyguy 9y ago
Maybe they couldn't find any 'diverse' candidates to hire and had to settle with you.