Recruitment & onboarding

In our recruitment process, we want to provide candidates with a true sense of who we are and give them a pleasant candidate experience. We don’t believe in dragging procedures. Of course, the assessment of qualities and competencies form the foundation of a good selection process. But personality and cultural fit are the critical success factors. We only select new employees who feel connected to our type of organization and who we are.
Authenticity is key. When recruiting new employees, we attach great importance to a personal introduction. The candidate gets to meet potential co-workers and is introduced to the organization. This also allows people in the organization to get a complete picture of the candidate’s personal qualities and skills. 
The selection procedure is carried out by our own employees, supported by our People & Culture Team. Candidates go through five steps that include tests, interviews, and case rounds. After each step, we quickly provide them with personal feedback.

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Wout Hartel

Consultant, Business Engineering

I’m a consultant in the Business Engineering Team. Back in college, I worked as an intern in IG&H’s Pensions Team. I got my internship through Rosa Huiskamp, a former co-worker at De Kleine Consultant who happens to be a friend of mine. 

  • What do you like about your work?

    What I like most is to collaborate with co-workers and clients on solving a complex puzzle – a problem, if you will. I have a bachelor’s degree in mathematics and a master’s degree applied mathematics. The reason I chose this field of study and, later, my current job, is that intricate puzzles and details have always fascinated me. You spend 80 percent of the time looking for a solution and 20 percent finding it. It’s all about the search. And once you’ve figured out the solution, it’s time to communicate it to the client. That’s another thing I enjoy.

  • Can you provide a glimpse into your current project?

    A group of 6 co-workers from the Business Engineering and Pensions Teams have joined forces to design a new pension administration solution. We create IT applications that allow elderly retirees to receive their pension contributions in time. My role in the project is to provide the client with advice on how to execute a business process in the IT landscape (the collection of all IT applications). Basically, it’s the translation of the organization’s ambition into IT implementation.

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Aline Caliente

Developer, Platform Services

I was born in Sao Paulo, Brazil. In 2006, I moved to Lisbon, and I’ve lived here with my mom ever since. I’ve always been intrigued and fascinated by technology and the possibilities it offers, which led me to pursue a college degree in Computer Engineering. 

  • Why did you join IG&H?

    My main motivation was that I wanted to work in a dynamic, challenging environment where I could create value using OutSystems. I also hoped to find a company where I could grow and learn on a consistent basis. IG&H is listed as one of the greatest places to work, which was a huge motivator for me. I believe engaged employees get more work done and book better results.

  • What are your responsibilities?

    I’m an OutSystems consultant. Currently, I’m working on a project for a company in the travel industry. Our multidisciplinary project team has adopted Agile methodology (Scrum), so I get to experience the dynamics and processes of this way of working. Together, we help the client deliver an innovative solution for booking trips. The project is comprehensive: it will probably take at least a year to complete. I find it challenging, but the team’s close collaboration helps a lot.

  • What does your typical working day look like?

    You’ll likely find me at the office before 8 am. After my co-workers have arrived, we kick off the day with a meeting to discuss a few essentials: the things we've done yesterday, the issues we need to tackle today, and any difficulties that might hinder our progress. We spend the rest of the day developing. After work, I like to go to the gym, watch a movie, or read a book.

Feel athome

We find it important that everyone who joins IG&H feels at home as quickly as possible. Before their first workday, we already introduce new employees to the organization in a personal manner. This way, everyone feels connected to our new employees the moment they first set foot in the office.

Our onboarding program allows new employees to quickly find their way and get to know the organization inside out. The program encompasses multiple training sessions and introductory meetings that are spread out mostly over the course of the first month.

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Although everyone is busy, they will take the time to get to know you. They will spend that half an hour or even longer just to get to know you a little better.

Jolanda Burger - Manager, Pensions

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Jolanda Burgers

Manager, Pensions

What I like about the onboarding program is that all the teams gave their introductions and explained how they contribute to the organization. I thought the onboarding was very good and personal. All the co-workers took the time to answer our questions, to help us to get to know the company and the background of the team.

  • You started in a time when meeting face-to-face was possible, though limited. What was your experience like?

    Personal and warm – I was lucky that I was able to start on the 1st August because we could come to the office so my first day was at the office and I could meet quite a few co-workers in personal already. From the meetings that I had until so far, they welcomed me with open arms, in a personal way. 


  • Which message / advice would you like to share to a new hire who just started today?

    My advice for a new hire would be that you don’t have to be shy or feel that you are interfering with someone’s schedule, not even the partners, when you invite them for a cup of coffee. Although everyone is busy, they will take the time to get to know you. They will spend that half an hour or even longer just to get to know you a little better. For the first 100 days, really take the time and make the effort to get to know everyone.

How we put people first: