Czy pracownicy Avantida Poland Sp. z o.o. mają możliwość uczestnictwa w jakichś formach integracji?
Firma posiada budżet przewidziany na różne formy integracji w zależności od chęci i woli pracowników, np. wspólne wyjścia na squash, ściankę wspinaczkową itp. Od czasu do czasu pojawiają się imprezy zorganizowane.
Czy Avantida Poland Sp. z o.o. organizuje swoim pracownikom szkolenia podnoszące ich kompetencje?
Pracownicy mają dostęp do wielu platofrm gdzie we włąsnym zakresie mogę rozwiajać swoje umiejętności. Częste wewnętrzne szkolenia i talki, dyskuje techniczne i wyjazdy na konferencje. Jeżeli masz swoje pomysły na ten temat firma bardzo chętnie wysłucha
Jak długo czekaliście na odzew z Avantida Poland Sp. z o.o.? Oddzwaniają zawsze?
Tak, zawsze dajemy feedback naszym kandydatom. Jeśli jeszcze nie dostałeś odpowiedzi to śmialo możesz się przypomnieć.
Tylko czy to tak troszkę nie głupio się przypominać? :( Często takie coś się tu w ogóle zdarzało? Ciekawa w sumie jestem z czego brak odp mógłby wnikać tak właściwie
W wątku podkreślony został praktykowany w firmie system 8 h bez nadgodzin, co jednak jeśli zabraknie nagle rąk do pracy? Zwłaszcza w dzisiejszych czasach masowe chorobowe wcale nie byłoby niczym zaskakującym. Jakie działania macie planowane na tego typu sytuację? Jednak wprowadzilibyście nadgodziny? Jeśli tak to jak płatne?
Zatrudnimy informatyka do pełnienia roli operatora tech. na egzaminie zawodowym
Czy rozmowa rekrutacyjna w Avantida Poland Sp. z o.o. odbywa się również w języku angielskim?
Ciężko jest w systemie 12/12 w Avantida Poland Sp. z O.O.?
Dzięki za pytanie. Nie stosujemy przedłużenia czasu pracy w takim systemie, przeciętnie pracujemy po 8 godzin dziennie, 40h w tygodniu. Pozdrawiam, BZ
Czy zdarzają się nadgodziny w Avantida Poland Sp. z O.O.?
Dzięki za pytanie. Pracujemy wg zadaniowego czasu pracy, standardowo 8h dziennie, bez nadgodzin :) Pozdrawiam, BZ
Jaka umowa obowiązuje w Avantida Poland Sp. z O.O. podczas okresu próbnego?
Cześć, dzięki za pytanie. Na okresie próbnym stosujemy umowę o pracę przez trzy miesiące, potem przedłuża się ona czas nieokeślony. Pozdrawiam, BZ
Open letter to the attention of "Employee" Dear former colleague, I've read your evaluation with interest, and even if I understand why you write certain points and that you are right about some others, still others deserve a second opinion. Also, I guess it's important to clarify that your time with us dates from more than 2 years ago, so your experience is not up to date so not entirely valid anymore. When we started working together, we were just transferring all developments from Belgium to Krakow. So it is correct that the codebase we inherited needed some love. Which was also the reason we changed from the original team to a new team in Krakow. The team needed time to establish itself but that we improved the quality of the platform was attested, amongst others, by Microsoft itself which featured Avantida on its EU news homepage. https://fssrt.be/2ImXlep About the refactoring, we indeed focused on creating new versions of the products, rather than on solving existing issues. This did result in a lot of firefighting, till the new versions were released. If my memory is correct, you were not with us anymore at that time, so I do understand you are not familiar with that situation. You state that we believe in hire and fire, which is a, verifiable, factual wrong. In the three years the company exists, I never fired anyone. However, it is correct that we had a turnover which is higher than I would wish for. Sometimes because we mutually decided to end a collaboration, sometimes because colleagues left. Recently, we lost some truly excellent developers, some wanted to go travelling or move countries, another felt he needed a new challenge. One left, a.o., because he didn't feel happy about the way the team had to interact remotely with the Business. Important to clarify he worked on a new project we launched, he was there in the beginning and that team feels we made important steps on this issue. The hire element is of course correct, when you were with us, we were a team of 5, today of over 20. Other of your points are more difficult to follow. I invite all readers to verify with our colleagues, but we built self-managed teams. Tasks colleagues work on, they selected themselves in the backlog. Also, not sure how as small group can block all promotions, if we have such a high turnover as you describe. Also, knowing how much we grew, not sure how a small circle could monopolise all interesting developments. What is correct is that the team most of the time didn't follow your technical proposals. You state that we are not a company for people with ambitions. I guess that would depend on the definition of 'ambitions'. We consist of self-managed teams, so indeed, creating a middle-management layer for the sake of that layer is not in the cards. If you mean by 'ambitions' to work on a wide range of technical solutions, I disagree. Indeed we changed names, well, the reality is that we got acquired by our biggest customer. There is an important difference in that, and even if not all acquisitions are necessarily a testimony of high quality, here it was. Which also means that we own what we work on and are not just another outsourcing company. If any reader would have questions regarding Avantida and our solutions, please do not hesitate: jeroen[at]avantida.com We do believe in an open communication, so I'm all yours to discuss. Best, Jeroen Fossaert Co-founder Epikia / Country Manager Avantida Poland
I worked in Avantida (before Epikia) for quite a while as a developer. From my perspective I want to raise some main points about the company and projects: * Structure. Avantida has a flat structure, there's no official separation between seniors, middles and juniors. I mean, there were people with different skills and experiences, but I don't remember any situation where it was affecting any decision. Sometimes during discussions there were different opinions raised, but the reason to accept/decline any decision was never anything like: "You're junior/senior, you don't know/you definitely know about that much". * Business, code and legacy. Indeed, there was legacy and code smells, and I believe there's still much. But besides the fact that we implemented new products and scaled old ones, we really improved many parts of the system. There was much work done and still needs to be done, as product evolves, the code changes and issues are getting fixed more and more. What I really liked that developers' needs were heard by business side: if we needed refactoring, investigation or testing time - we discussed what was the problem and received approves to make our code better if it was possible at that moment. I understand that there should be a balance, but I really appreciated that "code quality side" was heard by business. * Mood inside the team. Even though people were different, with their own personalities, thoughts and view of working processes, I would say that I really enjoyed working with the whole team. We never blamed anybody like: "You failed, now because of you we need to fix it!" We did failures, it happened and will be happening. But we fixed them together as a team, accepting that WE failed and WE had to fix it, I really enjoyed that position. * Continuous improvements. It was probably the main point I liked in Avantida. When I came to the company it was totally different. During my work there I saw how people improved their technical skills, how we worked on processes to make it better and achieved big successes, new products we created and old parts were improved much. * Tempo. Well, the tempo of implementing new stuff is quite high. It's not the company where you can have some free hours doing anything non work-related, there was always a bunch of work which had to be done. Personally, I like the fast tempo of work, however it can be exhausting as well. I'm not trying to say that company is perfect, there're good and bad sides. But I enjoyed my working time there, as well as the fact that Avantida progressed really much and I hope the company will keep this spirit.
Firma zdecydowanie nie dla osób z ambicjami. Żadnych możliwości awansu - wszystkie stanowiska seniorskie są dawno obsadzone - management nie interesuje się tym ile pracy człowiek wkłada w firmę, byleby tylko do przodu. W ogłoszeniach o pracę piszą o najnowszych technologiach - tymi zadaniami zajmuje się mała grupka, która podejmuje wszystkie decyzje, a zdecydowana większość ludzi zajmuje się utrzymaniem systemu pełnego dziur i błędow. Na refaktoring oczywiście nie ma czasu i budżetu... Wysoka rotacja pracowników - łatwiej zwolnić i zatrudnić nowych pracowników, niż zwrócić uwagę na problemy podnoszone przez ludzi, którzy już jakiś czas pracują. P.S. Firma kiedyś nazywała się Epikia, nazwa została zmieniona, ale zarzuty do firmy (https://www.gowork.pl/opinie_czytaj,1007902) zostały wciąż niezaadresowane
