Everything about Axelerant is towards mutually beneficial exchanges. We view your role as a crucial part of making your life and Axelerants better and easiermore accessible. We acknowledge that your professional career is not the only aspect of your life. Though we work remotely, we keep regular, predictable hours with the intention of mutual respect and high productivity.
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A 90-day onboarding period allows new team members time better to better understand Axelerant's culture, pace, and uniqueness while ramping up to meet our expectations of their role. Relevant department or service area director or other designated person provides onboarding oversight.
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Our team has many customer-driven roles that aim to create happily expected and sustainable outcomes. Therefore people skills followed by role competency are quite pretty essential. When an onboarding component doesn't apply to you, move on or ask for clarity. At the day's end, each one of us is responsible for our success and our partners as a team.
How does Axelerant provide you with value?
By providing a work environment, you like. We love helping you be productive. We provide access to the resources you need to do your job. We give you elbow room so you can make impactful decisions. We protect the high-performance culture you're a part of. And, while doing your best work, have fun.
By paying fairly for roles and responsibilities. We research information from multiple sources based on role responsibilities rather than job titles. As your job and responsibilities change, your pay will reflect it based on our annual research.
By looking out for your lifestyle and your family. We offer everybody access to as many benefits as we can responsibly make available to take care of individuals and their families. Including access to health benefits, ample vacation time, sick time, holidays off, and paid leave for new parents.
By providing support for your career long-term. Successful team members practice incremental improvement. That means that throughout a career at Axelerant, we ensure team members have sharpened existing skills, gained new skills, and expanded their knowledge around their areas of expertise. Our goal is that every team member's career prospects are bigger and better every year they work with us.
By providing a place to demonstrate ownership. Axelerant is a reasonably flat organization, broken into two
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groups:
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delivery and operations, each owned and led by a singular
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person supported by many. These groups form symbiotic relationships that enhance learning, coordination, and efficiency across the company that other teams can create.
How do we care for you?
Upon joining Axelerant and at least quarterly thereafterafter that, your manager and a Performance Coach will facilitate getting-to-know-you conversations towards toward establishing an Individual Development Plan and recurring periodic reviews thereof.
At least monthly, a performance coach will help team members select, complete, and support the most relevant skills development and objective goal-reaching per the Individual Development Plan. Furthermore, coaches are available for other kinds of personal and professional conversations.
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The first days of onboarding consist of involve learning about our systems before getting into completing the typical fulfilling role tasks during week 2. Going slow to start is okay, as you must understand how things work.
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New Team Member Onboarding Expectations
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Get to know your reporting manager
Get to know your onboarding buddy
Get to know our systems
Get to know about asking for, giving, and receiving feedback
Completing your https://axelerant.atlassian.net/wiki/spaces/IN/overview?homepageId=17928729
Demonstrated progress or fulfillment of prioritized https://axelerant.atlassian.net/wiki/spaces/OA/pages/2108326115/Role%2BExpectations
Demonstrated development of feedback from relevant leaders, coaches, and peers
Prioritized Key Performance Indicators fulfillment
For Leadership
Schedule time with the new team member
30- to 60-minutes, a few days apart, for Day 1 and X+3 onboarding
Follow on conversations will happen weekly, then bi-weekly, and eventually monthly as relevant
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The onboarding team is accountable for welcoming the new team member to Axelerant and establishing first-week activities.
Directors are accountable for welcoming the new team member members to their group and creating post-first-week activities.
Directors are accountable for gathering at least bi-weekly feedback during the onboarding period.
Onboarding team members support directors in accomplishing the onboarding oversight.
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