Your question is Operationalize Inclusive Hiring for Google Research. Take a moment with it on the right.
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Google Research wants to improve diversity and inclusion in its Research Scientist hiring process by standardizing how interview panels are formed, how feedback is collected, and how candidate experience is monitored across teams using Google Hire-equivalent internal recruiting workflows, Google Sheets reporting, and interviewer guidance in Google Docs. You are the program owner supporting a 22-person cross-functional group across Research, Recruiting, People Operations, and Legal. Leadership wants a pilot ready before the next university and industry hiring cycle, which begins in 10 weeks.
The Director of Google Research wants a visible improvement in hiring outcomes this quarter. Recruiting wants minimal added process so interview throughput does not drop. People Operations wants stronger inclusion practices and interviewer accountability. Legal requires that any process changes avoid quota-like decision rules and comply with hiring policy. Several senior researchers are skeptical that structured changes will slow hiring for high-priority ML and systems roles.
You have 10 weeks, a program budget of $120,000, and no additional full-time headcount. The pilot covers 4 research teams, 65 active interviewers, and an expected 180 candidates in the next cycle. Engineering support is limited to one internal tools engineer at 25% allocation. Any workflow changes must integrate with existing Google Workspace tools and be approved by Legal by week 6.