Noogler – The Journey of Google’s New Employees

When you hear the word Google, one thing comes to your mind – a search engine. But Google is much more than that. It’s a technology company that has changed the way people live, work and communicate. With countless products that range from online advertising to wearable technology, Google continues to expand its reach and influence in today’s tech-savvy world. To maintain this success and progress, Google hires new employees every year- the Nooglers. In this article, we will explore the journey of these new Google employees, what it means to be a Noogler, and how they differ from their experienced counterparts.

Who are Nooglers?

Nooglers is a cute term used by Google to refer to newly hired employees. It is derived from the term Googler, used to refer to existing employees. The term Noogler has been used since Google’s early days and denotes a new employee who is not yet familiar with Google’s culture, the way things work, and the company’s internal systems.

However, this name is not just a label; it is a way of welcoming new employees to the Google family. The term Noogler is used with pride and enthusiasm, and it’s often accompanied by an extensive orientation program designed to help new employees transition into their role within the company smoothly.

The Journey of a Noogler

When you join Google, you are embarking on a journey that is unique and one of a kind. From the day you join until the day you leave (if you do), your experience at Google is full of challenges, growth, and personal development. Let’s take a look at some of the stages Nooglers go through.


The first stage for Nooglers is orientation. This phase typically lasts for two weeks and is designed to give new hires a comprehensive understanding of Google’s culture, organizational structure, history, products, and services.

The orientation program includes training on Google’s products, company policies, and corporate culture. Nooglers are introduced to their teams and given tours of Google’s offices, where they can familiarize themselves with the company’s physical layout. This stage also includes bonding events, where Nooglers can network with each other and learn more about Google’s culture.

Team Onboarding

After the orientation, Nooglers meet their team members and start work in their respective roles. The team onboarding phase aims to provide Nooglers with an understanding of their team’s goals, responsibilities and how their work fits in with the team’s overall objectives.

During this stage, Nooglers learn about the team’s ongoing projects, tasks, and deadlines. They are also given a mentor, an experienced Googler who will be available to answer questions and provide guidance. This mentorship program has been created to help new employees navigate the complexities of working at Google.

Ramp-Up Period

The ramp-up period marks the beginning of a Noogler’s full-time work at Google. This stage can last from three months to a year, depending on the nature of the role and the complexity of the work involved.

During this stage, Nooglers work on small projects to build their skills and gain experience. The ramp-up period is also an opportunity for Nooglers to adjust to Google’s fast-paced work environment, learn the company’s internal systems, and develop their communication and collaboration skills.

Noogler vs. Googler

Nooglers may be new to the company, but that doesn’t mean they are any less important than Googlers who have been with the company for years. There are some key differences between Nooglers and Googlers:

Culture and Experience

One of the most significant differences between Nooglers and Googlers is cultural and experiential. Googlers have been with the company longer and are more familiar with the company’s culture, internal systems, and the way things work. Googlers have also been, through the orientation program and have undergone a comprehensive team onboarding.

Nooglers, on the other hand, are just starting out and are still getting to grips with the company’s culture, systems, and processes. They have also only been introduced to their team members and have not yet had the chance to build bonds and relationships that Googlers have developed over the years.


Given that Nooglers are new to the company, they may not have the same level of experience and skills as Googlers. However, they bring fresh perspectives and new energy to the company. Nooglers can also offer new skills that Googlers may not possess, having come from different industries and academic backgrounds.


Googlers hold more responsibility than Nooglers since they have been with the company longer, have more experience, and have developed skills and knowledge specific to their team and projects. Nooglers have not yet had the opportunity to develop these skills and are therefore less likely to be involved in high-risk projects.


Q: How long does the orientation period last?

A: The orientation period lasts two weeks.

Q: Does every new Google employee go through orientation?

A: Yes, every new employee at Google goes through orientation.

Q: What happens after the orientation period?

A: After the orientation period, Nooglers meet their teammates and start work in their respective roles.

Q: How long does the ramp-up period last?

A: The ramp-up period lasts between three months to a year, depending on the nature and complexity of the role.

Q: Is mentorship available for Nooglers?

A: Yes, every Noogler is assigned a mentor, an experienced Googler who will be available to answer questions and provide guidance.


In conclusion, Nooglers represent the future of Google. They bring fresh perspectives, new energy, and diverse skill sets to the company, making them vital to the company’s growth and success.

The journey of a Noogler is a unique and exciting one, and the onboarding process and team onboarding help ensure that every employee gets a smooth start. Although Nooglers may be new to the company, they are just as important as their experienced colleagues, and with the help of Google’s mentorship program, they can quickly become important contributors to the company’s success.