Careers

We have designed an Integral Career Development Program for each and every one of our employees, where the Career Plan plays a central role:

• Recruiting process: The process that we implement to choose new resources at Hexacta is of great importance. Every one here at Hexacta collaborates with the recruitment assignments, since its purpose is to ensure that new employees are students or professionals with great potential, and  with values and goals that are compatible with Hexacta’s structure and culture.

• Training Plan:  The annual training plan is formulated for every professional profile and step in the career path. We offer courses and dedicate time to self-instruction. Our library, the Wiki, Geek Lunches and ad-hoc theme groups support knowledge development.

• Project assignment: The adequate assignment of professionals to the projects constitutes one of the fundamental pillars for the development of our people. There are weekly assignment meetings where we study the resources needs, taking into account the client, project requirements, and every one in the work teams.

• Team work: Our teams include great profile diversity that promotes the development of each one of their members. The ultimate goal is to generate high-performance teams. In order to achieve this, work environment, training, constant feedback and methodological practices in every day work are fundamental.

• Mentoring & Coaching Program: Mentoring interviews and coaching allow individualized professional growth, and constitute a very important communication channel for everyone inside Hexacta. For us, it is extremely important to know the interests and needs of each and every one of Hexacta’s members, in order to ensure their well being and implement politics and processes accordingly.

• Performance evaluation: At the beginning of every project, expected performance goals are delivered to each member of the work team. The Project Leader is responsible for defining, communicating and tracking the accomplishment of these goals through the duration of the assignment. When the Project ends, feedback on performance and achievements is given to team members.

• Promotion:  The Annual Evaluation process takes place during the month of December. Its goal is to provide individualized and formal feedback to every employee. In this process, people’s strengths are recognized, as well as those areas where improvement is needed, providing help and support for the growth and development of our professionals. This process summarizes the performance of the year. As a closure of the annual evaluation, new salaries and promotion to the next level of the Career Plan are defined.