How We Hire and Retain Top IT Talent

We believe in growth that’s both personal and purposeful. That’s why we listen to our professionals to define their long-term goals and build clear, achievable personal development paths (PDPs) to reach them. Our approach balances:

• Maintaining a high level of proficiency in current day-to-day responsibilities.
• Advancing professionally by building new skills, exploring new domains, and preparing for future roles.

Structured performance reviews happen once or twice a year, combining:

• 360° feedback from peers, managers, and clients.

• Evaluation of both technical and soft skills, like communication, proactivity, solution-focused mindset, leadership, and team collaboration.
• Measuring progress toward the goals set in the personal development plan.

Each review results in concrete next steps — from targeted trainings to promotions and role adjustments.

Senior- and lead-level professionals actively mentor emerging talents through:

• Sharing best practices and methodologies.
• Providing real-time feedback on ongoing projects, helping mentees develop both hard and soft skills.
• Helping with risk mitigation and decision-making in real project scenarios.
• Letting mentees participate in strategic discussions, design sessions, and client meetings, especially for emerging leaders.

We keep our teams’ skills aligned with market demands through:

• Internal knowledge-sharing sessions, tech talks, and innovation days.
• Participation in external workshops, industry forums, and global tech conferences.
• Cross-functional collaboration across domains. For example, a backend developer might join a mobile team for a sprint to broaden their scope, but always outside of core client delivery.

We actively encourage and fund professional certifications by leading tech vendors and respected industry organizations. These include:

• Project and product management: PMP, PSM, PSPO, ICP-APM, SAFe PO/PM.
• Business analysis: PMI-PBA, CBAP, IREB-CPRE.
• Solution architecture: TOGAF, AWS Solutions Architect, Microsoft Azure Solutions Architect, BTA Blockchain Solution Architect.
• Software engineering: Microsoft Azure Developer Associate, AWS Certified Developer.
• Security: CISSP, CISM, CEH, ITIL.
• QA: ISTQB, CAT, CSQA.

We encourage and expect our managers to stay closely attuned to each team member’s interests, strengths, and aspirations. Whenever possible, we match people with projects that genuinely excite them.

This approach:

• Prevents stagnation by keeping day-to-day work intellectually engaging.
• Encourages intrinsic motivation, not just external rewards.
• Builds a culture where people feel heard and valued.

We actively rotate team members across different types of projects and roles to help them gain new perspectives, adapt faster, and uncover hidden strengths. This creates a resilient, well-rounded workforce that thrives on variety and continuous learning. For example, our project managers often rotate between client-facing projects and internal innovation lab initiatives. PM Group Leads also rotate roles with regular PMs to bring fresh perspectives to project management and mentoring dynamics across teams.

We empower employees to propose and lead their own mini-projects — whether it’s a new tool, internal process improvement, or a proof-of-concept idea. Many of our internal systems and productivity boosters were created by developers who simply wanted to “fix that annoying thing” or test a bold idea.

For example, one of ScienceSoft’s teams created a smart deployment dashboard that reduced release coordination time by 40%. It started as a side project, and now it’s used across the company.

Our engineers are active contributors to both technical direction and solution strategy. They:

• Propose architecture improvements and performance optimizations.
• Suggest smarter approaches to business logic and workflows.
• Collaborate directly with product owners and business stakeholders to shape functionality that truly serves end users.

Our management philosophy prioritizes outcomes, not task-checking:

• We set clear goals and expectations from the start.
• We step in with support when needed, but avoid unnecessary control.
• We rarely micromanage, doing so only in critical cases to unblock progress or resolve urgent performance issues.

We have a transparent, growth-focused peer review process where all work is openly critiqued. It’s not about nitpicking — it’s about making each other better:

• “Feedback = Opportunity” is a core company value that guides every review.
• We actively train team members in constructive criticism techniques.
• Feedback is given with context, respect, and clear suggestions.

We provide well-defined expectations for every role and level, as well as fair, criteria-based evaluations. No office politics, hidden barriers, or bias.

We conduct annual compensation reviews for all employees, benchmarked against industry data and regional salary trends.

We foster an open, inclusive atmosphere where every team member feels safe to:

• Speak up about concerns — whether technical, personal, or interpersonal.
• Share bold ideas without fear of judgment.
• Ask for help when needed.

We support mind-body balance through:

• Sports and fitness challenges (e.g., virtual month-long running competitions, step count goals).
• Company-funded awards to employees who voluntarily take part in local running races and marathons.
• Active internal sports communities, including jogging, football, yoga, and more.

Burnout doesn’t just hurt productivity; it hurts people. We take a preventative approach by:

• Monitoring workload distribution closely. Team leads regularly review and rebalance tasks to prevent silent overload.
• Cultivating a culture that respects personal boundaries and off-hours.
• Training managers to recognize signs of overwork — even when productivity seems to spike — and intervene early.

Sustained performance requires real rest. We ensure everyone gets meaningful time off, with no guilt or overload upon return:

• Every employee receives 20 days of PTO annually.
• Managers help plan time off with minimal overlaps to keep teams running smoothly before, during, and after well-deserved breaks.

We care for our team’s health by providing:

• Comprehensive health insurance covering physical and mental well-being.
• Paid sick leave: full compensation for the first three weeks of illness or injury; partial pay until full recovery.
• Empathetic, flexible sick leave management with minimized bureaucratic hurdles.

We encourage our employees to prioritize their families while keeping their careers on track:

• Extended parental leave opportunities with guaranteed job security.
• Structured return-to-work programs, including tailored role adjustments to best match strength and training to refresh skills.
• Family-inclusive company events and flexible scheduling to help employees balance work and home life.