Office Research Report:

Employee Incentives and

Benefits
COMM 2710

Students: Samantha Carr, and Valerie Penney 6/5/22 Professor: Kimberly Strong-Knight
 Table of Contents
Section 1 - Introduction.................................................. 2 3.2.1 What is additional time off benefits .............. 6

1.1 Opening Statement .............................................. 2 3.2.2 Types of additional time off benefits........ 6

1.2 Company comparison packages ........................ 2 3.2.3 Why they are important ........................ 6

1.3 Exploration of benefits & incentives ............ 2 Section 4.1 – Company Profiling - Google ..................... 7

1.4 The best and average incentives ............. 2 4.1.1 Company background ........................................ 7

Section 2.1 – Company Profiling - Microsoft ................. 3 4.1.2 Average cost to company & employees ....... 7

2.1.1 Company background ........................................ 3 4.1.3 Employee retention .................................. 7

2.1.2 Average cost to company & employees ....... 3 4.1.4 Recruitment options .............................. 7

2.1.3 Employee retention .................................. 3 Section 4.2 – Office Benefits - Google ........................... 8

2.1.4 Recruitment options .............................. 3 4.2 Health & Wellness ................................................ 8

Section 2.2 – Office Incentives - Microsoft .................... 4 4.2.1 What are health & wellness benefits ............ 8

2.2 Compensations ..................................................... 4 4.2.2 Types of health & wellness benefits ......... 8

2.2.1 What are compensations incentives.............. 4 4.2.3 Why they are important ........................ 8

2.2.2 Types of compensations incentives .......... 4 Section 5 - Conclusion .................................................... 9

2.2.3 Why they are important ........................ 4 5.1 First option package ............................................. 9

Section 3.1 – Company Profiling - Apple ....................... 5 5.2 Second option package ..................................... 9

3.1.1 Company background ........................................ 5 6.3 Third option package ................................... 9

3.1.2 Average cost to company & employees ....... 5 Section 6 - References .................................................. 10

3.1.3 Employee retention .................................. 5 6.1 Microsoft ............................................................ 10

3.1.4 Recruitment options .............................. 5 6.2 Apple ............................................................... 11

Section 3.2 – Personal Benefits - Apple ......................... 6 6.3 Google ........................................................ 12

3.2. Additional time off .............................................. 6

 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 1 – Introduction
(Contribution: Samantha)

1.1 – Opening Statement

Top companies all over the world are offering their employees many different benefits and incentive
packages when they are hired. Both the employer and employee gain from having benefits and
incentives in place.

1.2 – Company comparison packages

This report will compare the benefits and incentives at three different companies. It will look at the
office incentives such as compensations offered at Microsoft, office benefits such as health and wellness
programs offered at Google, and personal benefits such as additional time off offered at Apple.

1.3 – Exploration of benefits and incentives

This report will explore the benefits and incentives that these companies offer to their employees and
why their employees prefer certain incentives over others.

1.4 – The best and average incentives

The purpose of this report is to find the best incentives to offer to all future employees hired to this
company. We will research three well known companies and explore their benefits and incentive
packages, highlighting those that best meet the needs of this company.

(Jarvie, 2022)

(Haslam, 2017)

2 (Amadeo, 2020)
 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 2.1 – Company Profiling – Microsoft

(Contribution: Valerie)

2.1.1 – Company background

Microsoft was founded in 1977, by Bill Gates and Paul G. Allen. Their company develops personal-
computer software systems and applications. They publish books, create computer software programs,
provide e-mail services, and sell electronic games and systems. Their company head quarters are
situated in Redmond, Washington, U.S (Zachary, 1998).

2.1.2 – Average cost to company and employees

Microsoft has provided numerous compensation packages that promote increased efficiency and
development within the company. Microsoft has made a statement regarding heavy inflation that they
will double the budget for employee salaries and enhance stock by 25% (Miller. S, 2022). Microsoft
salary packages are made up of base salary, bonus, and equity range. These statistics will create an
average total of $187,152 for compensation packages (Comparably, n.d., Microsoft Sales Rep Salary).

2.1.3 – Employee retention

Microsoft employers draw and maintain employees by focusing on compensation packages. Many
employees make every effort to do well and are happy when they are rewarded. At Microsoft, 84%
employees are happy with their compensation benefits. Studies have also shown out of 3041
employees, 76 % of them will continue to work for the company (Comparably, n.d., Microsoft Retention
Score). Reviews have shown that Microsoft employees appreciate their compensation packages. “The
entire compensation structure is great. No complaints” (Comparably, n.d., Microsoft Employee Review,
Section 4, pg. 2). Although some find that it is very competitive, and others say it is flexible. “Salary is
excellent and the flexible benefits package, on top of the already excellent default benefits, is superb
(i.e. spending account to claim back for hobbies, family care, dog-walking, etc. etc.)” (Comparably, n.d.,
Microsoft Employee Review, Section 4, pg. 5).

2.1.4 – Recruitment

Microsoft will hire individuals that have the essential skills and credentials to add to their team. Their
hiring process is very selective and tough to get into. Microsoft’s acceptance rate is less than 2%
(Interview Kickstart, n.d.). There are 70.2% males, 23.2% females, and 6.6% are unknown (Zippia, 2022,
Microsoft).

Unknown 6.6
Female 23.2
Male 70.2
Recruitment Rate 2
Employee Retention 84
Company Cost 25
0 10 20 30 40 50 60 70 80 90
Company Compensation Package

3 Figure 1( Carr & Penney, 2022)

 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 2.2 - Office Incentives – Microsoft

(Contribution: Valerie)

2.2 – Compensations

2.2.1 What are compensations

These are incentives that provide dollar values to employees by giving rewards to those who do well in
the office. This method helps employers to determine wages and other benefits for their employees.
These can also be corrected to further aid goals and needs for the company. Compensation is used to
reward and encourage the best performances to sustain a company (Indeed, 2021).

2.2.2 Types of compensations

Microsoft offers a wide variety of compensation components. Incentives that are offered through the
company are base salary, signing bonuses, equity (RSUs), performance bonuses, and stock refreshers
(Moonchaser, 2022). Base salary is linked with the employee’s role, level, and location. The salary will
increase with rank over the years of the ranging from junior to executive. Signing bonuses are put in
place for competition and employee retention. They can be negotiated between $30k to $500k. Equity
(RSUs) is evenly spread out over a 4-year term. For example, if an employee was granted $200k, the
employee would receive 50k within a 4-year time span. Lastly, Performance bonuses range from 0 to
40% during a rewards period (Moonchaser, 2022).

(Moonchaser, 2022) Year 1 Year 2 Year 3 Year 4

Base Salary $155,00 $155,00 $155,00 $155,00

Signing Bonus $35,00
Equity RSUs $30,000 $30,000 $30,000 $30,000
Performance Bonus 10% 10% 10% 10%
Total Compensation $237,050 $202,050 $202,050 $202,050

2.2.3 Why are they important

Microsoft’s compensation packages are a big part of building their company with highly qualified
employees. Studies have shown a decline in attrition of 53% due to focusing on compensation and
benefit programs. In addition, it costs 213% more to replace highly skilled employees. Statistics show
that 51.4% of businesses will provide the necessary salaries to retain employees (Ivana, 2021).

Benefits of Compensation Packages Indeed, 2021)

Benefits to Employers Benefits to Employees

Increase employee’s motivation Rewards for appreciation
Competitive recruitment edges Enhance employee confidence and productivity
Employee loyalty Builds team morale and satisfaction
Increased production Build relationships among co-workers

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 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 3.1 – Company Profiling – Apple

(Contribution: Samantha)

3.1.1 – Company background

The company Apple Inc. formally known as Apple Computer Inc. was founded on April 1st, 1976, by
Stephen G. Wozniak and Steve Jobs. Apple is a manufacturing company of personal computers,
smartphones, tablets, and computer software. Apple was the first company to successfully popularize
the use of personal computers. The company is based in Cupertino, California, United States (Levy,
1998).

3.1.2 – Average cost to company and employees

Apple has provided numerous paid time off (PTO) benefits that has increased retention, productivity,
and wellness within the company. Studies show that 24% of costs are applied to PTO benefits
(Comparably n.d., Apple PTO). “Apple's PTO and Vacation policy typically gives 15-20 days off a year.
Paid Time Off is Apple's most important benefit besides healthcare when ranked by employees, with
31% of employees saying it is the most important benefit. Apple's benefits and PTO Package averages to
represent a $1500 - $2500 cash value per month” (Comparably n.d., Apple PTO).

3.1.3 – Employee retention

Apple works hard to please their employees by offering them many benefits in the company. “Apple is in
the Top 40% of similar sized companies in its ability to retain quality employees. 47% of employees
would not leave Apple if they were offered a job for more money while 68% are excited to go to work
each day. Overall, 53% of Apple's employees feel the company is doing what it should to retain them
while 47% may be considering new employment. Quality employees are difficult to find which makes
retaining them more important” (Comparably n.d, Apple PTO). Studies show that out of 1872
employees, Apple's retention score has remained steady at 70% (Comparably, n.d., Apple Company
Culture).

3.1.4 – Recruitment

Apple hires people that are intelligent and well-rounded individuals. Their recruitment rate is
approximately 3% (The Org, n.d). They hire both men and women of all different races. Apple has been
working hard over the years to make sure that their company is diverse. A 2021 diversity report stated
that there were 65.2% male employees and 34.8% female employees. Research has shown that Apple’s
leadership has seen an 87% increase in female employees across the world. Apple has also increased the
hiring of African American, Hispanic, and Latinx by 25% in 2021 (McDaniel, 2022).

Female 34.8
Male 65.2
Recturitment Rate 3
Employee Retention 70
Company Cost 24
Company Additonal Time Off Package
0 20 40 60 80
5 Figure 2 (Carr & Penney, 2022)
 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 3 - Personal Benefits – Apple

(Contribution: Samantha)

3.2 – Additional time off

3.2.1 What is additional time off benefits

These are benefits that a company gives to their employees when they need to take a leave of absence,
sick days, or personal time off. During this time, the employer is allowing the employee to be away from
work while still receiving pay.

3.2.2 Types of additional time off benefits

When it comes to additional time off benefits, Apple believes that it’s employees should have a good
work life balance. They offer many different paid time-off benefits that include maternity leave for both
parents, vacation time off, and personal time off as well.

Some of the types of additional time off benefits include:

 “Doubling paid sick days for both full-time and part-time workers. The days can be used for
mental health leave and taking family members to the doctor. This change will give full-time
workers 12 paid sick days, instead of six” (Miller. C, 2022).

 “Workers will receive more annual vacation days, beginning at three years of employment
instead of five” (Miller. C, 2022).

 “Part-time employees will now get as many as six paid vacation days for the first time. Another
first: They’ll get paid parental leave. That benefit will cover up to six weeks and will include the
ability to gradually ramp up work time for the first four weeks back” (Miller. C, 2022).

 “Part-time workers also will get access to discounted emergency backup care for children or
elderly family members” (Miller. C, 2022).

3.2.3 Why they are important

Additional time off benefits are important because they give employees a good work-life balance.
Employees who have additional time off benefits are more likely to stay with their company. This in
return is better for the employers because the retention rate stays at a high percentage. Additional time
off benefits improves diversity recruitment rates because it allows employees to celebrate multi-cultural
holidays. This gives them time to spend away from work, enjoy family, and the festivities. These benefits
can create a higher morale by allowing employees to experience time away from the office to wind
down and relax. Employees who must wait a full year to be able to enjoy themselves will lose focus, lack
productivity, and burnout. It is also beneficial towards mental and physical health. “In one study,
researchers found that those who vacationed more frequently were less likely to meet the criteria for a
diagnosis of metabolic syndrome. Notably, the risk went down by a quarter with each additional
vacation taken. Another nine-year study followed more than 12,000 middle-aged men at high risk for
heart disease. In the end, those who took more yearly vacations were less likely to die from any cause,
including heart attacks and other cardiovascular problems” (Castrillon, 2022).

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 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 4.1 – Company Profiling – Google

(Contribution: Valerie)

4.1.1 – Company background

Google was founded in 1998 by Sergey Brin and Larry Page. Their search engine has more than 70
percent of worldwide search requests by internet users. Their company head quarters are situated in
Mountain View, California (Hosch, 2008).

4.1.2 – Average cost to company and employees

Google has provided numerous health and wellness benefits that promote increased productivity and
growth within the company. Studies have shown that health and wellness programs have cut 20% of
costs due to workplace absences. For every dollar devoted towards a wellness promotion, the company
can anticipate a return between $1.15 and $8.00. The average and most popular return sit at $3 in
investments (Monster, n.d.).

4.1.3 – Employee retention

Google employers attract and retain employees by focusing on health and wellness programs. Studies
have shown that 88% of workers see great value in corporate wellness programs (Monster, n.d.).
Statistics have shown out of 4641 employees, 80% of them are committed to continue working for the
company (Comparably, n.d., Google Retention Score). Studies have shown that Google employees
appreciate the health insurance benefits. “Now I work at Google. I could care less about the benefits of
free laundry. I‘m happy to have a dental plan” (Belfo & Sousa, 2011, 3.2). Google employees also
appreciate that they do not have to drive off campus to find healthy lunches. “Amazingly delicious free
meals on campus? (…) engineers happily NOT spending time driving and waiting off campus for food”
(Belfo & Sousa, 2011, 3.3).

4.1.4 – Recruitment options

Google will hire anyone that has the necessary skills and qualifications to contribute to their team.
Although they hire many diverse groups of people, they are very selective with the application
processes. Google’s acceptance rate is 0.67%, while they receive more than 3 million applications
(PathMatch, 2021). There are 61.3% males, 29.1% females, and 9.6% are unknown (Zippia, 2022,
Google).

Unknown 9.6
Female 29.1
Male 61.3
Recturitment Rate 0.67
Employee Retention 88
Company Cost 20
0 20 40 60 80 100
Company Health & Wellness
Figure 3 (Carr & Penney, 2022)

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 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 4.2 - Office Benefits – Google

(Contribution: Valerie)

4.2 – Health and wellness

4.2.1 What are health and wellness benefits

These are benefits that promote a healthy work culture by improving an employee’s wellbeing and
influencing a change in their life. This can include fitness facilities, providing wellness programs, healthy
lifestyle presentations, and physical activity events that will build connections with colleagues and team
morale (Healthcare, 2019).

4.2.2 Types of health and wellness benefits

Google offers a wide variety of health and wellness benefits. Benefits that can be accessed through the
office are fitness amenities, healthy on-site lunches, second medical opinions, and accommodations for
physical and mental health matters (Google, n.d.). “We‘ve created a fun and inspiring workspace you‘ll
be glad to be a part of, including on-site doctor; massage and yoga; professional development
opportunities; shoreline running trails; and plenty of snacks to get you through the day” (Page & Brin,
n.d.). Google offers medical, dental, and vision care insurance for employees and children. They also
offer a variety of programs that help with mental health and transgender employees. Employees can
access these sources through mental health apps outside the office to provide 24-hour assistance if
needed (Google, n.d.).

4.2.3 Why they are important

Google’s health and wellness benefits are a huge asset to their company because it promotes physical
and mental growth within and outside of the workplace. “Keeping Googlers healthy is our priority”
(Google, n.d.). According to the National Library of Medicine, a 2017 study showed that if an employee
is physically active throughout the week, they will miss less time from work. Employees who exercised
150 minutes, missed 5 hours of work per week and people who exercised 70 minutes, missed 19 hours
of work per week (Losina, Yang, Deshpande, Katz, & Collins, 2017).

Benefits of Corporate Wellness Programs (Healthcare, 2019)

Benefits to Employers Benefits to Employees

Enhance recruitment, improve retention, lower Raise awareness of health risks

turn over
Cut absenteeism rates Lower the risk of disease

Reduce employee benefit costs Enhance employee confidence and productivity

Boost corporate image Build connections among employees

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 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 5 – Conclusion
(Contribution: Valerie)

5.1 - Comparison option packages and reasonings

5.1.1 – First option package

The first option package would be Google Corp. This will include the health and wellness office benefits
such as medical, dental, and vision care as well as healthy meals and on-site fitness centres. These
benefits are important to providing a viable work culture within in the company. These are beneficial to
employees because it raises awareness of health risks, prevents health concerns, improves confidence,
and builds connections with people inside the workplace. These benefits are also helpful to employers
because it improves absences, company image, retention, and turn over rates. Google has the highest
retention rate of 88% (Monster, n.d.), the lowest cost to company by 20% (Monster, n.d.), and the
lowest recruitment rate of 0.67% (PathMatch, 2021). This means employees are overjoyed with these
benefits, the company is thrilled with the lowest possible cost, and they attract the highest quality
applicants with a lower acceptance rate.

5.1.2 – Second option package

The second option package would be Microsoft Corp. This will include the office compensation
incentives such as base pay, commissions, overtime, and bonuses. In comparison to the other packages,
this one is strictly job satisfaction. These incentives are important for employee interaction within the
company. These are valuable to employees because it shows recognition, builds team morale, and
career satisfaction. These incentives are also beneficial to employers because it increases, loyalty,
motivation, and retention rates. Microsoft has the second highest retention rate of 84% (Comparably,
n.d., Microsoft Retention Score), the highest cost to company by 25% (Miller. S, 2022), and the second
highest recruitment rate of 2% (Interview Kickstart, n.d.). This means employees are happy with these
benefits, the company is satisfied with a higher cost, and they attract better than average quality
applicants with the seconded highest acceptance rate.

5.1.3 – Third option package

The third option package would be Apple Inc. This will include the additional time off personal benefits
such as paid sick leave, maternity leave, and extra vacation days. In comparison to the first option
package, these two packages go hand in hand with living a healthy lifestyle. These benefits are crucial to
providing a sustainable life outside of work. These are beneficial to employees work life balance by
allowing them to rest and recharge. It allows employees to stay fulfilled outside of the workplace. It will
reduce stress, sleep problems, and mental health concerns in the future. These benefits are also useful
to employers because it improves employee’s well being, leads to higher recruitment options and
increased productivity. Apple has the lowest retention rate of 70% (Comparably, n.d., Apple Company
Culture), the second lowest cost to company by 24% (Comparably n.d., Apple PTO), and highest
recruitment rate of 3% (The Org, n.d.). This means employees are satisfied with these benefits, the
company is happy with a lower cost, and they attract average quality applicants with a higher
acceptance rate.

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 OFFICE RESEARCH REPORT: EMPLOYEE INCENTIVES AND BENEFITS 06/05/2022

Section 6 – References

6.1 – Microsoft

Comparably. (n.d.). Microsoft Employee Review. Comparably.

Microsoft Employee Reviews | Comparably.

Comparably. (n.d.). Microsoft Retention Score. Comparably.

Microsoft Retention Score | Comparably.

Comparably. (n.d.). Microsoft Sales Rep Salary. Comparably.

Microsoft Sales Rep Salary | Comparably.

Indeed. (2021, June 11). Importance and common types of compensation. Indeed Career Guide.
https://ca.indeed.com/career-advice/pay-salary/compensation-types-inclusions-allowance.

Interview Kickstart. (n.d.). 2-month prep plan to Ace the Microsoft Software Engineer interview.
https://www.interviewkickstart.com/companies/two-month-microsoft-software-engineer-
interview-
prep#:~:text=The%20Microsoft%20interview%20for%20software,rate%20of%20less%20than%20
2%25.

Ivana. (2021, December 26). 40+ employee retention statistics for 2021. Employee Retention Statistics.
https://www.screenandreveal.com/employee-retention-statistics/.

Jarvie, E. (2022, April 26). Microsoft and alphabet set to drop quarterly earnings: What can we expect?
Proactive Investors. https://ca.proactiveinvestors.com/companies/news/980620/microsoft-and-
alphabet-set-to-drop-quarterly-earnings-what-can-we-expect-980620.html

Miller, S. (2022, May 19). Microsoft to nearly double salary budgets, expand stock compensation. Better
workplaces, better world. Retrieved from https://www.shrm.org/resourcesandtools/hr-
topics/compensation/pages/microsoft-to-nearly-double-salary-budgets-expand-stock-
compensation.aspx.

Moonchaser. (2022, May 7). Microsoft salary negotiation - how to maximize your Microsoft job offer.
Moonchaser Salary Negotiation. https://www.moonchaser.io/post/microsoft-salary-negotiation-
2022.

Zachary, G. P. (1998, July 20). Microsoft Corporation. Encyclopedia Britannica.

https://www.britannica.com/topic/Microsoft-Corporation.

Zippia. (2022, March 25). Microsoft Demographics. Zippia. https://www.zippia.com/microsoft-careers-

7480/demographics/.

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Section 6 - References

6.2 – Apple

Castrillon, C. (2022, March 20). Why taking Vacation time could save your life. Forbes.
https://www.forbes.com/sites/carolinecastrillon/2021/05/23/why-taking-vacation-time-could-
save-your-life/?sh=4a0a72ef24de.

Comparably (n.d.). Apple Company culture | Comparably.

https://www.comparably.com/companies/apple.

Comparably (n.d.). Apple PTO | Comparably. https://www.comparably.com/companies/apple/paid-

time-off.

Haslam, O. (2017, April 26). Apple Dubai Mall store opens today, features motorized solar wings, 'Today
at Apple', more. Redmond Pie. https://www.redmondpie.com/apple-dubai-mall-store-opens-
today-features-motorized-solar-wings-today-at-apple-more/.

Levy, S. (1998, July 20). Apple Inc. Encyclopedia Britannica. Retrieved from
https://www.britannica.com/topic/Apple-Inc.

McDaniel, A. (2022, March 24). Apple's latest Diversity Report shows new progress towards more
inclusive workforce. 9to5Mac. https://9to5mac.com/2022/03/24/apple-inclusion-diversity-report-
2021/.
Miller, C. (2022, February 8). Apple addresses retail employee complaints with changes to vacation time
and paid sick days, more. 9to5Mac. https://9to5mac.com/2022/02/08/apple-improves-retail-
benefits-employees/.

The Org. (n.d.). How to get a job at Apple. The Org. https://theorg.com/guides/how-to-get-a-job-at-
apple.

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Section 6 – References

6.3 – Google

Amadeo, R. (2020, March 11). Google tells employees to work from home to prevent coronavirus spread.
Ars Technica. https://arstechnica.com/gadgets/2020/03/google-tells-employees-to-work-from-
home-to-prevent-coronavirus-spread/.

Belfo, F. P., & Sousa, R. D. (2011). Employee incentives in IT companies: what can we learn from Google -
uminho. Repositorium. Employee Incentives in IT Companies (uminho.pt).

Comparably. (n.d.). Google Retention Score. Comparably.

https://www.comparably.com/companies/google/retention.

Google. (n.d.). Build for everyone. Google Careers. https://careers.google.com/benefits/.

Healthcare. (2019, April 17). Creating a corporate wellness program: Everything you need to know.
Closing the Gap. https://www.closingthegap.ca/creating-a-corporate-wellness-program-
everything-you-need-to-know/.

Hosch, W. L. (2008, September 9). Google. Encyclopedia Britannica.

https://www.britannica.com/topic/Google-Inc.

Losina, E., Yang, H. Y., Deshpande, B. R., Katz, J. N., & Collins, J. E. (2017, May 4). Physical activity and
unplanned illness-related work absenteeism: Data from an employee wellness program. PloS one.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5417546/.

Monster. (n.d.). Company benefits for employee retention. Hiring CA EN Merchandise.

https://hiring.monster.ca/resources/workforce-management/employee-retention-
strategies/company-benefits-for-employee-retention/.

Page, L., & Brin, S. (n.d.). Teamwork lessons from google. Teamwork Quotes. http://teamwork-
quotes.com/teamwork-lessons-from-google/.

PathMatch. (2021, October 21). The PATHMATCH Guide to getting hired at google. PathMatch Blog.
https://www.pathmatch.com/blog/the-pathmatch-guide-to-getting-hired-at-google.

Zippia. (2022, March 25). Google demographics. Zippia. https://www.zippia.com/google-careers-

24972/demographics/.

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