We understand the importance of your career, and joining a new company always poses so many questions, so let’s not waste time and get down to them.
WHAT PROJECTS WILL I BE ASSIGNED TO?
Team members are assigned based on skills-fit, technology, and experience, but we do consider other factors such as tech interests and domain preferences.
Teams are structured around the type of project, length of project, skills requirements and employee growth opportunities. This means that wherever possible, we will not only place the best mix of people together to deliver effectively on a project, but also ensure that the people bring a mix of expertise to the team.
Technology and skills-fit are the most important criteria when determining which project a person would be assigned to. However, we also look at a number of other factors, such as which projects are in need of people, the location of the project (so as not to force anyone into overly-lengthy commutes) and any desires that person may have. For example, someone may really want to work in a particular business domain, or on a specific technology. We will try to make that happen, although, of course, it is dependent on opportunities available at the time.
Teams are structured around the type of project, length of project, skills requirements, and employee growth opportunities. This means that wherever possible, we will not only place the best mix of people together to deliver effectively on a project, but also ensure that the people bring a mix of expertise to the team.
I DON’T LIKE THE PROJECT I'M ON, OR FEEL THAT I'M STAGNATING
One of the perks of working at Entelect is that there is an array of projects and customers each with their own unique processes, domains and technologies. This creates an excellent opportunity for you to gain exposure to a variety of things throughout your career at Entelect. Switching teams happens regularly and helps us to avoid project fatigue. You know what they say: "a change can be as good as a holiday!"
Switching teams is guaranteed and is encouraged - in fact, our stance is that we would prefer to have an individual request a project change than be stuck in an environment that is not conducive to their well-being or growth. As a growing organisation, our regional and international expansion has meant that we are now also fortunate enough to be able to offer our people an even greater change - this may mean a move closer to home or even a change in province.
How do I MASTER my CRAFT?
We place a lot of emphasis on ensuring that our people get good advice and guidance when it comes to helping them become more. Entelect’s performance review process is unique in that, unlike many other companies, we run twice-yearly reviews as well as monthly feedback sessions. The objective of this is to provide our people with more frequent feedback to help them hone and refine their skills more quickly, thus accelerating their growth.
During reviews, information is obtained from peers, customers and leaders, which is used to give feedback to each other and to help us find opportunities to stretch and grow our skills. Senior leadership will always be involved in this process, either in the sessions themselves or in separate sessions that are designed to ensure measurement across everyone is consistent and fair, and that opportunities for growth can be identified across the company and not just in the person’s project team.
The two major reviews include a salary review - in fact, we do salary increases twice per year. This is to ensure the fast growth shown by our people is rewarded more immediately instead of only once per year, which is the industry norm.
