By Andreas Greilhuber, COO at Anyline.
We are on the lookout for the best and brightest across the board – and especially those in the area of Artificial Intelligence. These days, AI is one of the most contested areas of digitization – and we are tripling our number of AI engineers within the next year alone!
But how are we doing this? How do we find, attract, develop, and retain those talents?
We stick to five critical success factors:
1. Investing in the Best People Early
We are investing in people early in their careers, instead of waiting until we need them. How? By collaborating with universities: in fact, most of our AI engineers actually did their thesis with Anyline projects! We also have a certain amount of open seats for chosen students who will step into roles once they graduate.
To steal a quote from JFK: ‘Do not ask what candidates can do for you, ask what you can do for them!’
2. Understanding the Intrinsic Motivation of our Talents
Intrinsic motivation factors are essential at the beginning. Extrinsic will be more critical later; however, you have to walk the talk of individuals’ career plans. When considering the career progression of new talent, it is best to define motivational factors sooner rather than later. Start to walk the talk from day one.
3. Mens Sana in Corpore Sano
In other words, a healthy mind in a healthy body. The health and wellbeing of our team come second to none. That’s why we offer staff access to medical health services from Mediclass.
Another phrase that comes to mind is that “an army marches on its stomach.” We keep our team going with a variety of nutritious meals cooked in our kitchen by a visiting chef 3 times per week.
4. Uniting our Team with Diverse Talent
We embrace diversity in all aspects. Our team is made up of professionals from all walks of life and every corner of the globe: from Chile to New Zealand and everywhere in-between! We have older colleagues working alongside recent graduates. And we compare favorably to other technology companies for our proportion of female team members – though there is always work to be done.
What is important in every case is a thorough and professional onboarding process for new hires to help them both integrate well into their teams, and make the most of their unique talents.
5. Continuous Performance Feedback
Feedback is a two-way street. It’s vital for our team members to feel the door is always open, enable open, frank discussions on their performance and what can be done to improve, and what we can do to help. That’s why we have regular One2Ones between employees and team leaders, which helps our management team get a 360-degree view of where everyone stands.
If you think you have what it takes to join one of the most dynamic tech companies in Europe, check our job postings and send your application today! We’re looking forward to hearing from you.