Dec 26, 2018
EPAM Systems Response
7yThank you for response and suggestions. We believe in open, transparent and inclusive culture and therefore working towards building non-hierarchical and empowered teams. We constantly sensitise Managers/Leaders to ensure there is no politics/bias in the team. Even our people practices like performance appraisal, promotion and learning process is Manager agnostic. All our practices are linked to performance that avoids bias.
As part of any merger process, support is extended by parent organisation to build the best practices and culture. But India is now become self sustainable to the extent we started a project that grew from 0 to more than 150 with limited support from other regions. And EPAM being a global organisation exchange of talent between geos is common where people from India are driving projects in other geos. In fact, there are quite a few projects that moved to India and many projects started in India.
EPAM differentiates itself because of its delivery and Engineering excellence culture. Therefore interview by project/client is minimum requirement that ensures right fitment that leads to successful delivery. We provide adequate support to associates through incubation labs/learning/mentoring that will help in acquire the requisite skill and fill the gaps.
Being a services organisation, we hire based on the business pipeline and therefore hiring to bench becomes necessity as we cannot rely on JIT hiring to start the projects. However, lot of hiring happens directly into the projects also. People hired onto bench goes through practise on-boarding and learning initiatives to become ready for any assignment.
