If you like people as much as computers, and want to grow and develop into an even better Engineer with tremendous support from everyone in our business - then we’re the little IT company for you. We have a lot of fun, love what we do and are good at it.
We are always looking for great people, as Jim Collins says in his fabulous book “Built to last”:
“People are not your most important asset. The right people are. Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.”
So to get on our bus, check our current vacancies or email your CV to firstname.lastname@example.org and we’ll hope to be in touch. You don’t have to have a lot of experience as we have many levels an Engineer can be – from Trainee up to Senior. Currently we have around 300 applicants for each Engineering role we advertise, so if you don't hear back from us we hope you understand. Below are some reasons why Lucidica is so sought after a place to work at.
In our May 2009 quarterly employee satisfaction survey, every employee rated us as the best place they've ever worked. And around 85% of all quarterly bonuses awarded to date are our top 2 bonuses. To us, this is a sign of a performing team. We feel if each team member is not achieving the top bonus, and consistently, then we're not doing our job - supporting, coaching and growing each and every one of them.
If you were to come and join our team, here are some things we do to ensure we are listening to you and helping you be the best team member you can be:
Tailored Job Description: at the start of each quarter we provide you a clear job description (JD), outlining: your line manager; your responsibilities; and the goals we set for you. Your job description is tailored each quarter by the General Manager (GM), so you focus on specific objectives. The GM discusses your JD before you both agree to it at the start of the quarter, which allows yuo to understand what we expect you to do to achieve your base, target or stretch bonus.
Quarterly bonus: at the end of each quarter, the General Manager will assess your performance over the last 13 weeks then provide you feedback (usually, mainly positive feedback!). In that discussion they tell you what bonus they think you have earnt, so you can provide input into the decision. Everyone in the company has a bonus they can earn each quarter - even the GM!
Investment in training: We proactively invest in everyone's learning and development (more than £4,000 per annum for EACH Engineer's: time off to study and sit exams; exam fees and that is before we add in the time you spend being coached by senior engineers, managers and the CTO).
Personal Development Plan: At the start of each quarter, the General Manager drafts your personal development plan and runs through it with you. You both agree on areas you would like to develop over the quarter, and what resources you will use to improve in those areas. Then, each week you discuss your development progress and use of the resources since the previous weekly meeting.
One-on-one time: Our General Manager meets with EVERY team member for around 30 minutes EACH WEEK. For Engineers, there is also at least 1 one-on-one session with our CTO, for EVERY engineer.
Group learning sessions: every 2 weeks the engineers participate in a group learning session, run by our CTO, on a particular technology topic. Every second group learning session has a Customer Service focus, so our Service Delivery Manager.
Peer Assisted Learning (PAL): a quick meeting each week with you assigned 'PAL' for the month, so you can learn from each other. What did you do well, not-so-well, what new things did you learn or you think your PAL could help you learn.
It is vital to our growth, success and service levels that we continue to invest in our entire teams' development. We are firmly committed and focused on training and supporting everyone in our little company.