Probably, everyone has encountered such a person in their professional life – someone who insists on doing everything themselves, never asks for help, doesn't delegate tasks, and always seems fine, handling it all, after all, they can stay late. In the case of such people, we often talk about the "Strongwoman Syndrome."
W projektach IT rola pełniona przez osoby w zespole nie zawsze pokrywa się dokładnie z tym, czego spodziewamy się po formalnej nazwie ich stanowisk. Stanowisko w organizacji sugeruje określony zakres obowiązków, często jednak w praktyce projekty wymagają elastyczności i przyjmowania odpowiedzialności wykraczającej poza formalne tytuły. Na przykład – osoba zatrudniona
In various contexts, the term "neurodiversity" is increasingly common. In the workplace, it often emerges in discussions and materials aligned with DEI (Diversity, Equity, and Inclusion) values, particularly regarding adapting and organizing work environments to enable "neurodivergent individuals" to fully utilize their potential and work effectively for their organization, not expending more energy than their "neurotypical" colleagues, experiencing the same satisfaction and comfort in their roles.
Recruitment can be easy, straightforward, and pleasant. But some are more challenging from the start—even if only because of the specific requirements of the client for whom we are seeking a team member. In such cases, we know from the beginning that the process may be longer and more tedious. But how sweet is the satisfaction of a happy ending at the end of such a recruitment! It's worse when, after such a "happy ending," there comes... an unexpected plot twist.
For many years, she was involved in preparing analyses in the field of public policy evaluation, and she had little to do with programming. However, in 2017, when she reflected on what job would bring her the most satisfaction, she chose programming and began to learn! And—even with a break for the start of motherhood—she achieved her goal. Since January 2023, she has worked at Finture as a Junior Java Developer. Why did she choose programming? How did she approach changing her career, and what advice would she give someone who wants to follow in her footsteps? These are some of the questions Agata Rauzer answers in an interview with Weronika Dyląg.
With the growing popularity of remote and hybrid work models, many companies face the challenge of choosing a suitable work format. In making this decision, management must weigh not only the preferences of the team or their own beliefs but also the pros and cons of each model. Every decision should consider the specifics of the company's operations, available office space, and a range of other factors – in other words, the reasons for choosing a particular model will vary from one organization to another.
"Are you planning to have children?" is a question many women hear during job interviews, even though they shouldn't. Many employers still ask it out of fear of hiring people, especially women, who have or will have small children. There's a non-zero probability that by doing so, they are making their own path to success more difficult!
W Finture pracuje… dłużej niż Finture istnieje. Choć tuż po studiach (mechatronice) zajmowała się autonomicznymi odkurzaczami i łazikami obserwacyjnymi (choć nie na Marsie), to koniec końców swoje kroki skierowała ku programowaniu, którym zajmuje się do dziś. Ostatnio odkrywa jednak uroki pracy menadżerskiej i znajduje w niej jeszcze większą satysfakcję. Katarzyna
The time for summaries has not yet passed – we continue to examine the conclusions we can draw from 2023 and try to anticipate what will happen in the next one. Let's look at what happened in the HR area – market-wise and within Finture – last year and what might happen in the coming year.