Organizational Structure
Axelerant has maintained a flat hierarchy since its founding to help people relate to each other as peers and team members rather than bosses and employees. Our conscious organizational choices keep sustainable operations agility and people care at the forefront of our business.
Conceptually, we group ourselves by intent or goals of serving many industries versus typical department structuring. For example, sales, marketing, and technical folks might be united within a revenue group.
Axelerant’s Core Groups
Global Delivery
The Global Delivery group comprises team members who bring a concept or project to reality. They are supported closely by those who research and standardize Axelerant’s best practices, plus project and career managers who help team members stay on track professionally and grow personally.
Workforce Management (WFM)
Workforce Management within the Global Delivery Management group strategically optimizes organizational capacity and team member productivity for their being in the right place at the right time with the necessary capabilities.
Workforce Management works with recruitment, training, and partners to ensure enough people and capabilities to deliver what we’ve promised.
Workstream Management (WSM)
Workstream Management within the Global Delivery Management group aligns team members by staffing and support engagement types to provide leadership, optimization, and oversight within a project.
The Delivery Operations team supports Workstream Management and provides proactive oversight with support by engagement type: support, projects, etc.
People Care
The People Care group helps team members maximize benefit usage while reducing administrative friction. Aspects like engagement and recruitment are driven by The People Program group elsewhere.
Revenue
The Revenue group typically consists of account management, marketing, sales, and support folks who raise awareness and ensure relationships within the communities and industries we sustain.
Services
The Services group contains multiple business units, each focusing on a specific offering and market segment.
Digital Marketing Group
The Digital Marketing group exemplifies how Axelerant defies typical business organizations. First, Digital Marketing provides service to internal and external customers regarding awareness, events, and promotions. Further, The People Program challenges HR convention by owning recruitment and engagement as part of the team member experience.
Project (Engagement) Team Structure & Support
Project teams typically consist of an account manager, a project manager, a lead, and can-do team members. Workforce Management assigns people based on skills, capability, and availability to create cross-functional teams.
Axelerant’s Reporting Managers
Every Axelerant team member has a reporting manager assigned to help them understand organizational/group/engagement intent and desired outcomes, including prioritization. E.g., collaboratively plan and set the work, monitor progress, give feedback, mentor, measure performance, suggest coaching or training of behavioral and functional skills, etc.
For Quality Assurance and Software Engineering team members of the Global Delivery group, the reporting manager will often be their engagement’s project manager. This person will change over time.
For other team members, their reporting manager will typically be the manager of their assigned group.
Axelerant’s Career Managers
The second manager, the career manager, assists with how things get done and promotes standards of excellence. E.g., behavioral and functional skills mentoring. The career manager is also responsible for career development review with the support of the reporting manager and peer feedback.
For Quality Assurance and Software Engineering team members of the Global Delivery group, their career manager will typically be a relevant technical workforce manager. They will not change over time as they are invested in your meaningful career opportunities.
Their career manager will typically be their reporting manager for other group team members.
Reporting and Career Manager Differences
Your reporting manager will guide what you’re working on. Your career manager will support enhancing your career capabilities. Performance coaches are called upon for relevant behavioral or functional skills training when more assistance is needed.