4 resources from rework.withgoogle.com we point founders to, and the questions each answers.
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Google's own guide, updated March 2026, to the method it hires with: the same vetted questions for every candidate for a role, comprehensive written notes, scoring on a shared rubric, and trained interviewers. It explains the research showing structured interviews predict job performance better and are fairer than unstructured ones.
Google's guide to treating candidates well through the process, including the ones you turn down: set expectations, keep them informed, and close the loop. For a startup competing with bigger names, how the process feels is part of the pitch.
Google's research into what its best managers do, the work known as Project Oxygen. For a founder running reviews for the first time, it is a list of the behaviours to measure yourself on: coaching, regular one-to-ones, clear goals and career conversations.
Google's own guide to the method it uses: ambitious objectives, key results graded on a 0 to 1.0 scale, a target of 0.6 to 0.7, three to five objectives with about three key results each, and OKRs kept separate from performance evaluation.
