YouTube Human Resources
Leading members of YouTube's Human Resources Team include Naeemah P, Aaron Santos-Pereira, Stephen Golden, Jennifer Boyes, Zach Walter, Stephanie Macedo, and Caroline Bremner. YouTube's Human Resources Team has a direct impact on the company’s overall culture which is scored a B by employees. Let’s not forget culture starts at the top. Susan Wojcicki, YouTube's CEO, has been rated 66/100 by employees.
YouTube Key HR Leaders
How does the HR Team rate YouTube?
The Human Resources Team rates YouTube an A+ in comparison to departments at companies of similar size.
The Human Resources Team ranks YouTube in the Top 20% of companies in San Francisco
YouTube HR Team Versus other Departments
As the enforcers of company culture, it’s intriguing to know what the human resources department thinks about YouTube's culture in comparison to other departments. The human resources team ranks their overall culture 81/100 which is 11% higher than the average overall culture rating of 70/100 provided by the entire company. Other notable culture scores are 91/100 from the Legal department, 90/100 from the Business Development department, and 81/100 from the Operations department.
The Effects of HR on YouTube
YouTube's human resources department has a direct impact on the work environment. Employees rate their environment a C and are very happy at YouTube. When asked what’s positive about the culture and environment at YouTube, one user shared, “Very supportive, exciting, and inspiring vibe. Supported to have a healthy work life balance and do the best work we can”.
- Top 35%BOverall Culture
YouTube is in the Top 35% of Similar Sized companies on Comparably
- Bottom 45%CEnvironment
YouTube is in the Bottom 45% of Similar Sized companies on Comparably
- Top 30%BHappiness
YouTube is in the Top 30% of Similar Sized companies on Comparably
YouTube is in the Top 50% of Similar Sized companies on Comparably
Recent Questions about HR at YouTube
- How does YouTube handle HR issues?View AllBadly. They literally hide information from both possibly new employees and from people outside. If something goes wrong, we are expected to solve the issue, but NEVER document it. Effectively, hide as much as you can. That's the "transparency policy".
