Verily reviews

- It's important to know you will not have help ramping up here. Your co-workers are not there to help you...their culture is political, negative and people are constantly looking to move up the ladder. You should only accept an offer if you can easily do the job. There is a reason they often hire people 'a level back' - you will be afforded zero ramp time and cannot ask for help - you'll need to be able to do your job without effort so you can focus on politics and aligning yourself. - There is a pervasive bias against people who do not come from Google. If you're from outside the Googleverse, you will be considered a lesser talent, not as smart and will have less influence in the org. Especially in engineering and product. - The recruiting team is very inexperienced and disconnected from the business. It's best to discuss comp with your manager directly (if you can) as the recruiters do not discuss comp with hiring managers until after you've started. (Really) - Ask for a sign-on bonus, you'll easily get one up to 50k! Their base salaries are very low, so be sure to make this up through a sign on. - Their work is interesting, but with some research you'll see that they are spread so thin across so many areas of healthcare, that small and specialized healthcare startups are beating them to market, have superior products and deeper expertise. - Working in a Verily subsidiary is chaos - be ready for lack of information, mixed messages and to be viewed as a less than qualified for your job by Googlers. - They will fire you very quickly for stepping out of line, introducing change or not towing the line. They severance packages are minimal. - You will absolutely work 60 hours a week - be ready to commit to a hectic schedule. - Note that Verily is NOT a good path into Google, you'll have to complete the Google interview process just like an external person.

The culture is marked by political infighting that stifles collaboration and progress. Frequent changes and reorgs foster instability and uncertainty—I've never seen a company with more employee churn in my career. Over one year alone, my entire team turned over twice, making it nearly impossible to maintain momentum or build trust with our partners. The lack of a cohesive product strategy leads to wasted effort on projects that are abandoned or fail to deliver any impact. Employees are treated as disposable, with layoffs and team transitions handled in a cold, impersonal manner, lacking any genuine consideration or empathy. This atmosphere leaves a portion of employees feeling deeply undervalued, disengaged, and disillusioned.