If you’ve ever asked yourself how many software engineers does Google have, there’s no precise answer—but the number is massive. The last available record from 2022 pointed to around 27,000 engineers. By 2025, estimates suggest that number has grown to 60,000. It’s a staggering figure, especially for startups or scaleups working with ambitious goals and much leaner teams.
But size isn’t everything. The takeaway isn’t to replicate the number of engineers Google employs, but to understand how they organize them, how they build a strong technical culture, and how they maintain a relentless focus on innovation.
That’s where the real lesson lies. It’s not about copying the scale—it’s about adopting the mindset.
Google: Scale with Method
This tech giant is synonymous with innovation and efficiency. But its ability to execute doesn’t just come from having large volumes of talent. The real strength lies in how it structures its teams: from team autonomy to a culture of experimentation and constant learning.
Google teams are usually small, highly autonomous, and organized around specific products or features. Collaboration, decentralized decision-making, and continuous improvement are at the heart of how they operate. The famous “launch and iterate” mindset reflects their approach: ship fast, measure, improve—with a strong ethical backbone. That’s what their motto “Do the right thing” stands for.
What Can Smaller Companies Learn?
Of course, not every company can (or should) replicate Google’s model in full. But many of their practices can be adapted to smaller contexts—and still drive powerful results. Here are some ideas that work even for companies with fewer than 50 people:
- Cross-functional squads where engineers, product, and QA collaborate from day one.
- Encouraging autonomy: developers who understand the business problem and propose solutions, without constant micromanagement.
- Well-defined collaborative workflows (agile ceremonies, shared documentation, etc.).
- Prioritizing senior profiles who not only execute but also think about scalability and product evolution. These seniors also help level up the rest of the team.
These practices don’t just improve delivery—they also bring the team’s efforts closer to tangible business outcomes.
The “More Is Better” Illusion
One of the most common mistakes growing companies make is believing that scaling fast means hiring more people quickly. But without clarity in roles, processes, and culture, growth can turn into chaos.
While Google can afford some redundancy or overlapping roles, a mid-sized company can’t. A smaller, well-led team with the right profiles can achieve far more than a large team with poor coordination. Efficiency comes from thoughtful team design—not just headcount.
Nearshoring: Access Top Talent Without Overbuilding Internally
Nearshoring has become a strategic way to scale technical teams through staff augmentation, without bloating internal structures. Working with developers from countries like Colombia, Uruguay, Argentina, Brazil, or Chile (among other strong tech hubs in LATAM) means accessing talent with high English proficiency, international experience, and cutting-edge skills—without the overhead of hiring in Silicon Valley.
At Devlane, we connect North American companies with top-tier LATAM developers. We don’t just look for technical skills—we find the right mindset to integrate quickly and add value from day one. And we don’t stop at hiring: we specialize in finding, empowering, and retaining talent. That’s our culture: building long-term partnerships so our clients can stay focused on what matters.
Ready to Build a Strong, Agile Tech Team—Without Overextending?
We help you find the right kind of talent—not just in numbers, but in quality. Because in the end, it’s not about having as many developers as Google—it’s about building with the same intelligence. Talk to our Talent Acquisition experts today.
