FAQs

What's the purpose of the Job Edge product? It is developed to help both prospective and current employees of an organization understand it's business strategy, connect their skills and experience to specific goals and objectives, and leverage that unique insight to create an edge to get a job - or advance their careers (perhaps a new job in that organization.
Are you saying that you guarantee that I'll get a job or advance my career if I buy and use the Job Edge based on your recommendations? As much as we'd love to give you that guarantee, we obviously can't for many reasons and here are two notable ones which we think you will understand: 1) We can't directly influence or control the decisions of the recruiters, hiring managers, or others involved in the hiring process for any given job; and 2) Job Edge is focused on helping you understand and connect to the organization's business strategy, and although we believe that is a powerful edge - the most important requirement for the majority of job opportunities is whether you have strong skills that meet the job requirements (e.g. software engineering) and Job Edge does not provide that. You need to bring the strong skills to do the job, and we give you a unique edge against your tough competition - the vast majority of whom will ALSO have those strong skills. So, our premise is that if you want to increase the odds that you will get the job- then you need to bring an edge that is meaningful to them... i.e. you'll be able to discuss how you can contribute to what THEY care about, which is THEIR goals and objectives.
Where did you get the information for Job Edge for Google? Is it reliable? We used over 100 sources, from their quarterly Earnings releases and webcasts (where you hear directly from CEO Sundar Pichai), Google I/O, Google Next Conference, Google Marketing Live, Google's Career websites, dozens of related online articles (e.g. Fast Company, TechCrunch, Quora, CNBC, Forbes, 9to5 Google, and more), Lazlo Block's 2015 book "Work Rules" (Google's former Head of People Operations), and YouTube videos (e.g. conference segments from prior Google employees, including recruiters).
What gives you confidence your analysis is valid? Our team has years of strategic planning experience covering formulating, analyzing, deploying, communicating, and holding leaders accountable for execution. This was in multiple billion dollar+ organizations in engineering and IT-focused organizations. Some of these efforts resulted in case studies in best selling business books, such as Drs. Kaplan and Norton's "Alignment" related to their world-renowned Balanced Scorecard and strategy execution concepts. Additionally, our CEO led efforts to with their "Balanced Scorecard Hall of Fame" award, arguably the most respected award of its kind.
How often do you update your materials? Is it current? In general, we do a formal update every 6 months unless a notable development occurs, such as Sundar Pichai's ascension from Google CEO to Alphabet CEO announced on Dec 3, 2019.
What's the connection to "Googleyness? And why does that matter? Googleyness is that "special something" that Google recruiters talk about which sets you apart from the crowd. This notion is important to you because without it, you may not set yourself apart from the candidates they interview. It's our belief that understanding what's important to them, as reflected in their strategy, provides you very unique insight to set you apart - and can help you to bring some Googleyness. It also shows you are embracing what's important to the company, acting like an owner versus an employee - which is something they care about.