If you were forming professionals for your competition, what would you do?

What if the sustainability of the business resulted from our ability to transfer expertise from the more experienced to the less experienced?

In a highly competitive labor market, particularly in the information technology segment, different paths can be traced to the careful management of your talent. Ours is clear. To form.

Educational Companies?

In different industries and sectors of activity, technical and specialized knowledge will last only if there is an effective transfer of this knowledge, between the most senior and junior professionals.

These educational companies are sustainable in multiple forms but the main derives from the effective recognition of the market of their technical competence, so that their sustainability in the market is more effective, stable and dynamic.

The current market for solutions and services in new technologies is highly competitive. Such competitiveness occurs both in the search for new clients and contracts, as well as in the hiring of talented professionals.

Professionals are able to secure new projects and challenges, almost immediately after their entry and/or integration into the company.

Foundations are becoming more complete, but …

It is true that the growing integration between universities, technical schools and companies allows companies to achieve a more diversified and prepared range of professionals. It is also true that their foundations are, therefore, more complete, closer to reality and admittedly universal.

But it is also true that the pervasiveness of technologies and trends is maintained and perhaps even reinforced, every day, by the need for companies specializing in a given segment of activity to complement such bases and/or initial training.

An expectation of future value creation

Additional technical and specialized training for recent graduates and/or technical/professional young people is a critical (and central) element in organizations, so it is a corporate and personal investment.

As a rule, such investment occurs given the expectation of future value creation for the organization, by the operational and business activity of the new employees. Also, it can have a more or less effective (and fast) return depending on the participation of such collaborators in particularly demanding and complex projects.

What if the market recognizes the investment?

It has always been the case that at REBIS we have become accustomed to having new employees who are rapidly being ‘coveted’ by the market, both for their immediate performance after our initial training and for their significant development in a short time on different consulting projects.

So in many circumstances, in a little more than a year, many of our competitors (and sometimes also partners) resort to our talent to secure their new projects and/or services, providing them with significant improvements in salaries.

A vocation that makes us proud

Our vocation to train professionals for our own competition is, to a large extent, an unmistakable sign of the market’s confidence in the specialized technical knowledge of our company and our ability to transfer such knowledge.

This transfer from the more experienced to the new employees constitutes a brand image of an educational company that bets on talented young people and turns them into reference professionals in the medium term. We face this reality with satisfaction and pride.

Pride in the evolution that our employees can quickly obtain in the broader and more competitive market, nationally and internationally.

Pride for the recognition that the competition itself is made of our core business and know-how and the training and development processes implemented.

Do we form fantastic professionals for the competition? Yes, as much as we like.