People Management Practice
Our team currently counts over 600 software development and QA engineers and is constantly growing. We employ a well-established process for human resources management, which enables us to build and scale up teams easily and effectively.
Well Structured Selection
Our recruitment process follows a streamlined approach consisting of the following phases:
- CV selection;
- Technical exam (OPP, databases, English skills, personality profile);
- Technical interview with the project manager or team lead;
- Final interview;
- 3 month trial period.
The academic profiles of our specialists have weighed significantly in our selection process. All of our technical people have strong backgrounds in Computer Science, some of them with graduate degrees. 50% of our engineers have Masters degrees in Computer Science and 10% have graduated from or are currently enrolled in a PhD program.
Training & Certification
The knowledge acquisition process for a new team member starts early in the on-boarding phase. While becoming familiar with the organization, processes and confidentiality standards, a new colleague gets on the job training for specific tools and technologies.
Our continuous training program includes courses delivered both internally and externally, which address both technical and soft skills. A series of certification programs are in place for software development technologies, quality assurance and IT support.
We employ a unified and centralized system for knowledge sharing, coaching, training and internal communication, built on the Atlassian collaboration tools. A technical knowledge base is in place and constantly extended through members’ contributions.
Informal learning sessions and presentations are a common practice within project teams and across projects. Every two weeks, company-wide knowledge sharing sessions on topics covering technology and software practices take place under the BrainTrust umbrella.
Additionally, an internal network of coaches plays the role of knowledge transfer catalyst throughout the organization.
The individual performance management system we employ includes the 3-month trial period evaluation, yearly evaluations (360 degrees, self-appraisal, top-down appraisal, bottom-up appraisal) and continuous project performance measurement based on client feedback.
Bonding in our teams is facilitated through a variety of activities such as team building programs organized outside the office, company events (parties, anniversaries, reunions and so on), various sports activities and competitions, as well as informal ‘going out’ events.