What Google’s Project Oxygen Taught Us About Great Managers— And How to Hire Them

In a culture known for technical brilliance, Google launched a research initiative in 2009 called Project Oxygen to answer one question: What makes a manager great?

Spoiler alert: it wasn’t coding skills.

What they discovered was a blueprint for emotionally intelligent leadership that continues to resonate across industries. Here are the key traits Google uncovered — and how to ask the right questions in interviews to find leaders who embody them.

The 10 Attributes of Great Managers (According to Google’s Project Oxygen)

1. Is a good coach

2. Empowers the team and does not micromanage

3. Creates an inclusive team environment, showing concern for success and well-being

4. Is productive and results-oriented

5. Is a good communicator — listens and shares information

6. Supports career development and discusses performance

7. Has a clear vision/strategy for the team

8. Has key technical skills to help advise the team

9. Collaborates across the organization

10. Is a strong decision maker

The biggest takeaway? Soft skills aren’t soft. They’re essential.

How to Hire Managers Who Live These Attributes

It’s easy to hire for experience and hard skills. But identifying someone who can lead people well takes a different kind of questioning — one that explores emotional intelligence, collaboration, and coaching ability.

Here are some powerful interview questions aligned with Project Oxygen's attributes:

1. Emotional Intelligence & Coaching

• "Tell me about a time you helped a team member overcome a challenge. How did you approach it?"

• "How do you typically respond when someone gives you constructive feedback?"

2. Empowerment & Autonomy

• "Describe a time when you delegated something important. How did you balance trust and accountability?"

• "How do you know when to step in — and when to step back?"

3. Inclusion & Team Well-being

• "What do you do to ensure all voices are heard in your team meetings?"

• "How do you support a team member who’s struggling personally or professionally?"

4. Communication & Listening

• "Give an example of a time you changed your approach based on feedback from your team."

• "How do you ensure clarity and alignment in a remote or hybrid setting?"

5. Growth & Career Development

• "How do you help your team members set and achieve career goals?"

• "Can you share a story where you helped someone grow into a new role?"

6. Collaboration & Cross-Functional Work

• "Tell me about a time you had to collaborate with another department. What worked? What didn’t?"

• "How do you build relationships across teams or locations?"

7. Decision-Making

• "When faced with a tough decision and incomplete information, what’s your process?"

• "Describe a time when you made a decision that was unpopular — and how you handled it."

Hiring a great people isn’t about perfection — it’s about self-awareness, adaptability, and people-first leadership. Google’s research reminded us that great managers don’t just lead projects — they lead humans.

If you’re building a team, don’t just ask, “Can they do the job?” Ask, “Can they elevate others while doing it?” Because that’s where the magic is.

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