infodatos Chapter 181 Company Restructuring
Chapter 181 Company Restructuring
Chapter 181 Company Restructuring
With Hamilton James joining, the impact on Google's administrative structure was immediate, quickly solidifying the previously somewhat loose management system.
Although the details of the organizational structure still need time to be sorted out, the basic framework has been finalized after two days of discussion between Ernst and him.
The person who benefited the most during this period was actually Sergei, because he had to assist Hamilton for a period of time due to the need to hand over his work. "It can only be said that there is a reason why he was formally trained. I learned a lot from him. He was a very good CEO."
"I haven't treated him badly either." Ernst also recognized Hamilton's work ability, which is why he gave such a high reward to attract him to join.
Of course, the rewards weren't easy to come by. To meet all the incentive conditions, Hamilton would have to dedicate himself to Google for the next twenty years.
However, Ernst really did not treat him unfairly. Sergey may not have realized the value of those 3% of Google stock, but Ernst knew it very well.
Even if Google goes public and raises various funds, splits stocks, and dilutes its shares, Hamilton's equity will eventually be between 0.5% and 1%.
These shares in a company worth trillions could make Hamilton a multi-billionaire.
But Ernst thought it was worth it; just look at the company structure document in his hand and you'll see.
It's not surprising that Hamilton was able to produce these reports, but the fact that he was able to produce this material in such a short time truly proves that he has real talent. First of all, the parent company is using Google's name.
Under the parent company's framework, the new four business groups have become the core focus of this adjustment: Google Search, Gmail, Google Tunes, and the newly established Google Movies.
Then there's the company's hierarchical structure, divided into group level, business group level, and department level. This forms a management chain with clear responsibilities and efficient operation.
The group level, as the highest decision-making center of the group, is composed of the board of directors and the group management.
This level does not directly participate in specific business operations, but focuses on formulating the group's overall strategic plan, controlling major development directions, and has the final approval authority for overall decisions.
Its core function is to ensure that Google's development remains aligned with its long-term vision, while balancing the demands of various stakeholders.
The business groups enjoy a high degree of operational autonomy and operate under a "self-governing" management model.
Each business group, or subsidiary, has a CEO and a corresponding management team to be fully responsible for the daily operations, market expansion, and performance of that segment.
This architectural design ensures both the flexibility of strategic execution and the ability of each business unit to respond quickly to market changes and gain a competitive edge in the fierce industry competition.
The departmental level serves as the group's functional support system, covering key areas such as technology research and development, business operations, and human resources.
These departments have a unique dual nature; in terms of affiliation, they do not belong to any single business group, but are directly under the group headquarters.
However, in terms of business operations, it is necessary to deeply integrate with the operational processes of each business group.
Simply put, it means taking the group as the leader, streamlining the overall process, and avoiding waste of resources.
The personnel in these departments are nominally dispatched by the group to various subsidiaries to be responsible for their respective duties within the subsidiaries.
However, the subsidiary only has management and advisory rights over these individuals, but not the power to appoint them.
In other words, if Google Search wants to replace its head of technology, it needs to propose it to the group, rather than appointing or dismissing the person on its own.
"Looks like the headhunting firm is going to land a big order this time," Ernst joked, looking at the company structure documents in his hand.
Following this adjustment, Google has added a large number of positions, which has naturally led to an unprecedented talent shortage, especially in terms of replenishing its reserves of middle and senior management personnel.
Let's start with the group.
The CEO position is held by Hamilton James, who also serves as President of Google.
Don't assume that CEO and president are the same thing. In large Western corporations, CEOs are generally responsible for major policies, important personnel appointments, and large investment projects, focusing on directional and strategic decisions.
The president, on the other hand, focuses on the execution level, responsible for formulating general policies for daily operations, routine personnel adjustments, and approving small and medium-sized investment projects.
In most companies, the CEO and president are the same person, but in many companies they are separate roles.
CFO Jason Arlington.
Jason's rise to this position can be considered a meteoric one.
Given Google's current size, finding someone with top-notch financial expertise wouldn't be difficult, but Ernst understands the importance of the purse strings, and he prefers to trust his own people more.
Corporate corruption is unavoidable, especially for larger companies with longer management chains.
Ernst doesn't presume to eliminate this problem; he only hopes that this corporate corruption won't escalate to an incurable level and affect the company's foundation.
That's the reason why Jason was kept as CFO.
Greed is not a problem.
But Ernst didn't believe it; even if the company faced bankruptcy, he wouldn't care.
Google's development is closely linked to the interests of the Arlington family. The better the company performs, the more the family benefits, and the higher everyone's status rises. This is a manifestation of the saying "when one person achieves success, even his chickens and dogs benefit."
Unless Jason wants to break with his family, he will have a red line in his heart and will abide by it.
The positions of COO and C00 are currently vacant.
The responsibilities of this position overlap to some extent with those of the president. The main responsibility is to assist the CEO in handling the company's daily operations and management, and to share the decision-making pressure. In many companies, this position is regarded as the CEO's right-hand man, or even a potential successor.
Most companies have the CEO and president holding the same positions, which is why the position of C00 exists.
Hamilton believes that no one at Google is currently qualified for the position, so it has to be put on hold for now.
CI0, Chief Information Officer.
The position of Chief Information Officer (CIO) is just as its name suggests. It involves formulating the group's information policies, standards, and procedures, and controlling the implementation of policies within the company.
To give a simple example, Google's workforce will continue to grow, and the amount of information and data generated daily will be enormous. Problems are inevitable; it would be a problem if no problems occurred.
The chief information officer's job is to find ways to optimize and avoid problems as much as possible.
This position is crucial in the internet industry, but it is currently vacant.
CTO, Chief Technology Officer.
There was still no one to fill the position, but Ernst promoted Larry Page to vice president, while he also served as CTO of Google Search.
They were all those who helped him conquer the country. Now that he has secured the throne, he will definitely bestow great rewards upon his officials.
Larry Page may not be quite ready for the position of Group CTO, but Ernst believes he is capable of handling the deputy and Google Search CTO positions.
CAO, Chief Administrative Officer.
Ernst chose Sergey Brin, who also served as CEO of Google Search.
During their casual conversation in the car, Sergey Brin was asking for the position of CEO of Google Search, and he assured everyone that he was capable of handling the role.
Ernst did not give a specific answer at the time, but he was sure he would not treat the old minister unfairly, and besides, he was capable of doing the job.
The Chief Administrative Officer's job is to handle the group's administrative affairs, various internal and external interpersonal relationships, and to manage them through planning,
Organize, control, and assist leaders in managing and monitoring corporate administrative affairs.
He was adept at maneuvering and maintaining good relationships with various departments internally and with the government externally—these were Sergei Brin's strengths.
CMO, Chief Marketing Officer, Marissa Mayer.
She is also one of Google's veterans, and currently holds the title of Marketing Director.
Ernst highly recognized her abilities; not only were her ideas numerous and innovative, but she could also apply them to other situations whenever Ernst proposed a concept.
Having taken on the role of CMO, Marissa Mayer wielded considerable power, with Ernst entrusting the entire marketing operations of Google to her.
Of all the positions, Ernst was least worried about her.
Not to mention his personal abilities, he also has a wide network of connections and a wealth of talented people under his command.
There are as many as five people who have studied under marketing gurus Philip Kotler and Milton Kotler.
Philip Kotler is the father of modern marketing and has published numerous books.
His brother, Milton Kotler, is a marketing whiz who perfectly applies Philip Kotler's theories to real-world practice.
Other CEOs might struggle with sending CTOs or CEOs to various subsidiaries, but Marissa Mayer has plenty of resources and talent for the CMO department, which demonstrates her competence.
CLO, Chief Legal Officer, Wenger.
With the title of Google's CLOSE, the appeal of Wenger Law Firm is undoubtedly greatly enhanced.
Because he doesn't stay at Google, he mostly chooses a deputy to handle Google's affairs on his behalf.
Leading Google's legal team is a fatal attraction for any lawyer.
Wenger told him that he wanted to offer the deputy position as a bargaining chip to see if he could attract an industry leader to join the team.
In addition to these positions, there are also CPO (Chief Purchasing Officer), CVO (Chief Investment Officer), CQO (Chief Quality Officer), and so on.
However, these are not yet in place and will be added in the future based on demand.
"I can look for other positions slowly. Right now, what I'm most concerned about is the CHO position."
CHO, Chief Human Resources Officer.
Google has a huge number of job openings, not just in the parent company, but even more in its subsidiaries.
These are all functions of the human resources department. Now that the human resources department lacks a leader, all the work naturally falls on Hamilton James's shoulders.
Sergey Brin also knew the importance of this position to Google. "There are many candidates recommended by the major headhunting firms, so let's start the selection from the CHO position. I'll let him know when the time comes."
Speaking of Hamilton, Ernst asked with a puzzled look, "Where is he? Aren't you two, an old married couple, inseparable from each other?"
Sergei rolled his eyes and said, "It's fine if he's staying in a hotel alone, but now that his wife and kids are here, we can't just not let him see them and settle in, can we?"
It turned out he had gone to pick up his family. Ernst was wondering why Sergei had time to come to his place to relax.
Google's restructuring of its corporate structure is like a boulder thrown into a calm lake, quickly creating ripples across the American business community.
Major media outlets have focused on this event, interpreting its underlying strategic intent from different perspectives.
Some analysts believe this is preparation for Google's IPO, while others point out that it is an important measure to cope with industry developments. Regardless of the interpretation, it highlights that Google is becoming increasingly standardized.
For investors, this restructuring is undoubtedly a major positive development.
A more complete and systematic organizational structure means a more standardized governance structure and a clearer development path, which greatly enhances their confidence in Google's future prospects.
For career elites, Google's job openings have become an excellent opportunity to ride the fast train to wealth.
In the rapidly developing wave of the Internet industry, joining Google, one of the most promising unicorns, not only means generous compensation but also represents broad prospects for career development.
Therefore, when headhunting firms contact potential candidates, most talents, except for a few senior executives who are already in high positions in large groups and have many concerns, find it difficult to refuse the olive branch extended by Google.
In fact, Google's biggest challenge right now is not the inability to recruit people, but how to select the best from a huge pool of excellent candidates.
After all, the appointment of each key position is related to the future development of the group, and cannot be taken lightly.
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