MASTER IN UNIVERSITY EAE BUSINESS SCHOOL MADRID

MASTER’S THESIS

“Title [NGR software / GOOGLE business plan]”

AUTHORS:
Manal jaber manal.03jaber@[Link]
khammamyasmine@[Link]
(Group A/B nº)

Tutor:
Prof. D. jose barato,

Madrid, 2024/2025
Table of Contents
Purpose, Methodology, and Structure of the Business Case Document : ...................................................................... 3
⁠ igh-Level Requirements .................................................................................................................................... 11
10 .H
Product specifications: ............................................................................................................................................. 12
Selected Approach: .................................................................................................................................................. 13
14.⁠ M
⁠ aster Budget (CAPEX) ........................................................................................................................................ 16
technical risks : ........................................................................................................................................................ 17
Operational Risks: .................................................................................................................................................... 17
financial risks : ......................................................................................................................................................... 18
References............................................................................................................................................................... 20
Purpose, Methodology, and Structure of the Business Case Document :

in This document we will find the business plan for developing and creating an AI- powered recruitment
processes document outlines the business plan for developing an AI-powered recruitment assistant tool aimed at
enhancing recruitment processes. To support the project's feasibility, it incorporates a systematic process that
combines stakeholder study, market analysis, strategic alignment, financial considerations, and risk evaluation.

• Market analysis is the process of assessing competitor solutions, technology developments, and industry
trends to make sure the instrument meets the demands of the present market.

Stakeholder Engagement: Working together to collect information and verify requirements with Google's
leadership, hiring managers, and HR departments.

Cost-Benefit Analysis: Evaluating the project's financial viability by contrasting expected return on
investment with development expenses.

Risk assessment is the process of determining possible obstacles, including algorithmic bias or adoption
resistance, and suggesting ways to overcome them.

Project structuring is the act of dividing the development process into distinct stages, each with
quantifiable deadlines and deliverables.
2. Description of the Business Context :

today ,the recruitment industry is developing rapidly , which leads to research for good and efficient hiring
solutions . This tool focuses on internal implementation within Google to improve the recruitment process , ensure
scalability and adaptability . Google's extensive worldwide presence and dedication to innovation make it the
perfect setting for implementing this AI-powered solution.

•
• Volume of Applications: It is difficult to effectively screen and evaluate candidates by hand because Google
receives millions of job applications every year.

• Global Hiring Needs: Due to its international operations, Google's hiring procedures must take into account a
variety of operational, legal, and cultural considerations.

• Emphasis on Diversity and Inclusion: It is strategically important to ensure fair employment procedures,
which calls for instruments that reduce prejudice and advance justice.
•
Data-Driven Decisions: To improve decision-making and forecast hiring results, large-scale recruitment need
actionable insights from data.

[Link] & Project Request

The project started after Google's internal HR and recruitment teams,mentioned the inefficiencies in current
workflows, in resume screening, candidate matching, and interview scheduling. This tool's main goal is to
streamline these processes,by ensuring the best candidate-job alignment and reducing the time-to-hire.

The "ticket" for this project is to use Google's machine learning and AI skills to develop an AI-powered hiring tool
that directly solves these issues. This instrument will:
Automate time-consuming procedures such as pre-screening and resume parsing.
v
Make it possible for more intelligent, data-driven candidate recommendations that match job specifications.
v
Establish a smooth and effective interview scheduling system.
v
Improve the applicant experience by being responsive and personalised.
v
The tool will guarantee a more efficient, quicker, and more successful hiring process by resolving these
fundamental inefficiencies,

v which is consistent with Google's dedication to technology leadership and operational excellence.

4. Business Need :

Traditional recruitment methods are time-consuming, costly, and often lead to mismatches between candidates and
roles. The AI-powered recruitment assistant will provide a solution by automating repetitive tasks, improving
decision-making through data-driven insights, and enhancing candidate experience, specifically tailored for
Google’s large-scale hiring operations.

Google challeges are

 High Recruitment Volume: Due to Google's global reach, a huge volume of job applications is received,
which causes delays in the manual screening and assessment of candidates.

Inefficiencies in Candidate Matching: Conventional approaches frequently fall short in matching candidates
with positions, which can result in mismatches and prolonged hiring periods.

Cost and Time Restraints: One important consideration is the time-to-hire measure; delays may lead to
increased expenses and lost chances to onboard outstanding personnel.

Diversity Objectives: Google is dedicated to creating an inclusive workplace, which calls for instruments that
can reduce unconscious prejudice and guarantee impartial assessments of every applicant.

Data Utilisation: The abundance of data available is not properly utilised by current recruitment procedures,
which restricts the capacity to discover trends and make predictive hiring decisions.

The strategic objectives of increasing hiring effectiveness, cutting expenses, and preserving Google's standing as an
employer of choice are what motivate this business necessity. The purpose of the AI-powered hiring assistant is to:

Automate repetitive processes like organising interviews and evaluating resumes.

Make decisions based on data to deliver actionable insights.

By cutting down on wait times and maintaining regular contact, you can improve the applicant experience overall.

Use objective algorithms to support Google's diversity and inclusion efforts.

The initiative will support Google's long-term goals of innovation, efficiency, and employee pleasure by attending
to these needs.
5. Strategic Context

This project meets the strategic objectives of Google in terms of innovation , efficient operational and the
satisfaction of the employees . By leveraging cutting-edge AI technologies, this tool follow the mission of Google
to create impactful solutions and its vision of maintaining leadership in recruitment practices

v Innovation as a Core Value: Google, a pioneer in technology, is always looking to innovate in all areas,
including human resources procedures. The recruitment assistant will demonstrate Google's dedication to
being at the forefront of technology breakthroughs by using cutting-edge AI technologies.

v Operational Excellence: Hiring procedures will be streamlined and organisational productivity will increase
with the reduction of recruitment inefficiencies. The deployment of the instrument will establish a standard
for operational effectiveness.

v Improving the Candidate Experience: Providing a smooth, open, and quick hiring procedure guarantees that
Google's employer brand continues to draw in top talent from around the world.

v Diversity & Inclusion: By guaranteeing impartial and equitable recruiting procedures, the AI recruitment
assistant will actively help Google's efforts to cultivate a more diverse workforce.

v Global Scalability: Google's hiring procedures need to change to meet the demands of a worldwide
workforce. his project is designed to operate efficiently across various geographies and cultural contexts.
[Link] Identification and Analysis

Key stakeholders include:

Stakeholder Role/Needs Contribution/Impact

Require accurate, efficient candidate
Google Hiring Provide feedback on tool’s accuracy and
recommendations to make informed hiring
Managers usability during testing.
decisions.
Need streamlined workflows to reduce
Google HR Act as primary users of the tool, ensuring
administrative burden and increase recruitment
Professionals smooth implementation.
efficiency.
Expect a user-friendly, transparent, and efficient Enhance Google’s employer branding
Candidates
application process. through positive experiences.
Demand scalable, innovative solutions that align Provide necessary resources and endorse
Google Leadership
with strategic goals and deliver ROI. the project’s strategic value.
Ensure robust integration with existing systems Build, test, and deploy the tool,
Technology Teams
and maintain data security. addressing technical challenges.
Legal and Ensure the tool adheres to global data protection Validate compliance with regulations and
Compliance Teams laws and ethical AI practices. organizational policies.
7. The AS-IS Model's diagnosis

At the moment, Google's hiring procedures use a combination of semi-automated and human workflows, which
results in inefficiencies like:

• Some posts have a long time to fill.

• difficulties in controlling the number of applications.
• Advanced analytics is not fully incorporated into decision-making

8. TO-BE (Future Situation) :The AI-powered system in the future model does the following:

Feature Description
Automated Resume Screening The AI technology will reduce the amount of time spent on manual
AI-Driven Candidate
screening by automatically analysing and shortlisting resumes.
Matching
Interview Scheduling Candidates will be paired with positions based on fit, experience, and skills using
Automation machine learning.
Feedback Collection and To improve the hiring process, the technology will gather interviewers' and
Analytics candidates' comments.
 Real-Time Analytics and Give practical advice on hiring measures such as candidate engagement and
Reporting time-to-hire.

9. SMART Objectives of the Project

• Specific : Within a year, create a working prototype of Google's AI recruitment assistant, making sure that all
essential features—like AI-driven applicant matching and automated resume screening—are operational and
efficient.
• Measurable: By automating repetitive operations, the HR staff can enhance productivity by 30% and reduce
the time-to-hire for targeted roles by 40%, among other quantitative gains in recruitment metrics.

• Achievable: Reduce development time and guarantee access to strong computational resources by utilising
Google's current AI and cloud infrastructure. To handle technical and operational needs, work together with
cross-functional teams from HR, IT, and compliance.

• Relevant: Match the project's goals to Google's larger objectives of diversity in hiring, creativity, and
operational efficiency. Address certain issues with the employment process, such as bias in hiring choices
and ineffective candidate evaluation.
 • Time-sensitive: Use a phased approach to development and deployment, setting goals like finishing the
prototype in six months, conducting pilot testing in nine months, and completing the internal rollout in
eighteen months. The following six months will be used for post-rollout assessment and improvement..

These improved SMART goals guarantee that efforts are in line with operational objectives and strategic priorities
while offering a clear framework for gauging the project's [Link]: Reduce the time to hire for
specific roles by 40%.

Realistic: Make use of Google's AI capabilities and infrastructure for testing and development.

Relevant: Discuss important issues with hiring in Google's international hiring procedures.

Time-bound: Finish the internal rollout in 18 months, after which there may be a chance for external
commercialisation.

The project stays focused, actionable, and in line with Google's strategic goals thanks to the SMART targets. Every
goal is made to track advancement and show achievement with observable outcomes.

10 .⁠High-Level Requirements

The key components for this project's success are outlined in the high-level requirements. There are three primary
groups into which these requirements fall:

Business prerequisites:
Increase the effectiveness of hiring by automating laborious procedures.
Improve the applicant experience by interacting with candidates in a personalised and timely manner.

Reduce bias in recruiting decisions to support diversity and inclusion initiatives.

Product specifications:
Incorporate cutting-edge machine learning algorithms to match and filter candidates.

Give HR teams an easy-to-use interface so they can efficiently manage workflows.

For improved decision-making, make sure you have real-time data analytics and reporting capabilities.

Project prerequisites:

Assure scalability to meet Google's international hiring requirements.

Continue to abide by data protection regulations, such as the CCPA and GDPR.

Create a safe system with strong safeguards to preserve private candidate data.

By meeting these requirements, the AI-powered recruitment assistant will address critical operational needs while
aligning with Google’s broader strategic priorities.

11. Analysis of Options and Alternatives

Three possibilities were taken into account:

 1. Custom Development: This strategy entails utilising Google's vast internal resources and experience to create
a completely customised solution. Custom creation would guarantee that the tool is exactly in line with
Google's particular hiring needs, offering the greatest amount of flexibility and control over the finished
result. To guarantee functionality, scalability, and adherence to legal requirements, this approach would
necessitate a substantial time and financial commitment in addition to close internal team engagement.
Potential difficulties arise from the expensive price and protracted development period.

2. Third Party Partnership: This choice focusses on working together with well-known HR technology
companies to take advantage of their current offerings and knowledge. A faster return on investment could be
achieved by collaborating with a third party to speed up the deployment process. The main disadvantage,
though, is the possible lack of customisation because third-party solutions might not completely conform to
Google's hiring procedures, principles, and data protection guidelines. Furthermore, depending too much on a
third party could restrict your ability to manage upcoming integrations or upgrades.

3. Internal Hybrid Development: The hybrid strategy integrates third-party solutions selectively while utilising
Google's internal knowledge. By using Google's internal resources for fundamental functions and integrating
external tools for specialised features, this solution aims to achieve a balance between efficiency and

customisation. This method retains more flexibility and control than third-party partnerships while cutting
down on development time and expenses as compared to full custom development. Better alignment with
Google's hiring procedures, legal standards, and technology ecosystem is also guaranteed..

Selected Approach:
The internal hybrid development approach was chosen due to its ability to balance customization and efficiency. It
allows for a tailored solution that integrates seamlessly with Google’s existing systems while optimizing resource
utilization and minimizing the overall timeline. This approach ensures the recruitment assistant is not only efficient
and effective but also adaptable to future needs.
⁠[Link] Solution: Product Vision

A strong AI-powered recruiting assistant that tackles the main issues encountered by hiring managers, HR
specialists, and candidates is the best option for Google's hiring procedure. By increasing the effectiveness of
hiring, improving the candidate experience, and providing insightful data, this tool will support Google's strategic
objectives.

Essential Elements of the Product Vision:

Automated Screening of Candidates

The application will automatically screen and rank applicants using sophisticated AI algorithms in accordance with
Google's particular hiring standards. HR managers will have less manual labour to do as a result, and only the best
applicants will be selected for additional review.

AI-Powered Employment Matching

By comparing candidates' tastes, experiences, and talents to Google's role-specific requirements, the assistant will
use machine learning to give intelligent job matching. Hiring managers will benefit from insights specifically
designed for Google's roles to make more informed decisions.

Combined Tools for Scheduling and Feedback

The tool will include integrated scheduling capabilities to make interview coordination and feedback gathering
more efficient. By reducing administrative duties, these features will make the hiring process easier for both
candidates and HR personnel.

Analytics in Real Time to Assist with Decision Making

Through real-time analytics, the assistant will offer actionable insights that will help hiring managers and HR
professionals monitor recruiting KPIs, evaluate the health of the pipeline, and pinpoint areas in need of
improvement.

Advantages from a strategic standpoint:

In addition to increasing operational efficiency, the AI-powered assistant will strengthen Google's standing as a
forward-thinking, candidate-focused employer by resolving major issues in the hiring process. Because of its
scalable nature, the solution can accommodate changing hiring requirements and help Google achieve its expansion
goals.

13. The Master Timetable

Phase Description Timeline

Phase 1: Research & Develop the AI prototype, specify project requirements, and carry out
0-6 months
Development market research.
Internal HR teams should test the prototype, provide input, and help
Phase 2: Prototype Testing 6-12 months
improve the tool.

Phase 3: Deployment & Conduct training sessions and distribute the completed product to 12-18
Training Google's HR departments. months

Track performance, evaluate outcomes, and get ready for possible Post-18
Phase 4: Evaluation
outside commercialization. months
14.⁠ ⁠Master Budget (CAPEX)

Estimated budget:(utilizing Google’s internal resources).

• R&D: €300,000
• Testing and Deployment: €200,000.
• Training and Support: €100,000.

Total: €600,000.

Budget
Category Description
(€)
Testing and This include the following costs: piloting the tool within HR teams, integration
200,000
Deployment with existing systems, and fixes.
Training and Development of training materials, conducting sessions, and providing initial
100,000
Support user support.
Total Estimated
600,000
Budget

15.⁠ ⁠Risk Identification and Assessment

technical risks :
Algorithm Performance: Inaccurate recruiting suggestions or inefficiencies may result from the AI models' inability
to produce suitable applicant matches.

Mitigation Measures : During development, carry out full testing, including stress tests to model large-scale
operations.

Integration Challenges: it can be hard to make sure that the compatibility with other google recruitment systems
and databases in seamless

Mitigation Measures : employ iterative development alongside consistent feedback cycles from HR teams

Scalability Issues: sometimes large volumes of application in Google’s overall operations can be hard to handle
without facing a system lag or failure

Mitigation Measures : utilize a strong application programming interface (API) designs and modular frameworks
for seamless integration

16. Operational Risks:

team resistance to adoption : HR might hesitate to embrace the new tool because of lack of familiarity or a
preference for conventional approaches

Mitigation Measures : organize well detailed training sessions and give access for documentation to users
change management : offering a seamless shift from the current processes to the new AI driven system without
disrupting the ongoing operations

Mitigation Measures : execute a staged deployment to facilitate gradual adjustment by HR teams

involve HR during the development and testing stages to enhance support and tackle issues early on

financial risks :
budget overages :expenses could surpass estimates because of unexpected technical difficulties or setbacks

Mitigation Measures : set aside a contingency fund in the budget to handle unforeseen costs

possible delays : extended testing or development phases can affect the intended launch timeline , raising total
expenses

Mitigation Measures : establish specific milestones and perform regular assessments to monitor advancement and
manage expenses

employ agile project management methods to quickly recognize and resolve problems

17. Conclusions
The creation of the AI-powered hiring assistant is a revolutionary and strategic move made especially to meet
Google's particular hiring requirements. Inefficient administrative operations, misaligned job matching, and time-
consuming candidate screening are some of the major hiring process pain issues that this initiative aims to address.
The assistant promises to transform hiring practices by utilising cutting-edge AI technologies, guaranteeing a user-
centric, data-driven, and efficient procedure.

This solution is a perfect fit with Google's main business objectives of efficiency, innovation, and employee
happiness. The recruitment assistant enhances Google's standing as a progressive and appealing employer in a
competitive labour market by improving operational productivity and providing an exceptional candidate
experience. Because of its scalable nature, it can grow with the business and adjust to its changing needs.
The project also shows a great deal of promise for external commercialisation. This AI-powered product may be
marketed to other businesses looking for creative hiring solutions after it has been fully implemented and optimised
inside. This strengthens Google's position as a pioneer in technology and creates new revenue sources for the
company.

The effort is positioned to yield a high return on investment by employing a balanced hybrid development approach
to manage technical, operational, and regulatory concerns. In addition to increasing internal productivity, the
recruitment assistant establishes a new standard for hiring procedures, guaranteeing Google's continued leadership
in the sector.

In summary, the AI-powered hiring assistant is a strategic enabler that will turn hiring into a competitive advantage
for Google, not just a technical improvement.
References
[Link]

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Trends/links/659620022468df72d3f95757/Artificial-Intelligence-and-Machine-Learning-in-Human-Resource-Management-Prospect-
[Link]

GRT16_GlobalRecruiting_100815.pdf

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positively-impacting-business-success - :~:text=Data from HBR's survey revealed,and reduced candidate drop-off.