Capco reviews

Thank you for your feedback on the many benefits of working for Capco and, in particular, our success in maintaining our entrepreneurial spirit and high levels of empowerment. We believe these have been important in supporting the strong growth we are enjoying in the firm. Unsurprisingly in a growing and entrepreneurial firm, we run a lean HR function placing the emphasis on supporting effective people management and development of potential in our leaders. That said, the function is still here to support our people and will intervene actively to optimize deployment, develop talent or promote travel options when the opportunity arises. We are also looking to continually improve the experience of working at Capco for our people and would like to better understand how we can do so. On Knowledge Management, we know that this is an area in which we can improve now that we are truly independent and can no longer rely on the platforms of our parent company. Nevertheless, this gives us a unique opportunity to tailor an approach specifically to our requirements and those of our people and clients. We have also made a swift start and introduced a new knowledge management platform recently to capture and share information more effectively. Initial feedback is good and we believe this will enhance opportunities to share information and enable more effective collaboration amongst our teams. While performance management can be a challenging core process at every firm, it is another area in which we have sought to respond to the feedback from our people and deliver a more transparent and holistic approach. The recent pilot did not take 12 months because of a lack of staff or expertise, but because we wanted to evaluate the entire performance cycle from goal-setting to final review before we launched our new approach. The Performance Management Framework at Capco now promotes a holistic and transparent assessment of your historic performance (including your broader contribution to success through activities outside the ‘day job’). It also promotes continuous feedback (via a mobile app) to drive your future development and progression. We have received positive feedback about the new process and the additional transparency provided via the new framework. We invest heavily in Learning and Development and sponsor a wide variety of learning programs increasingly focused on driving career progression for our people. Learning is linked more closely than ever to attaining career goals including Partnership. Whilst it is fair to say that learning becomes more tailored to career plans and new market developments post Senior Consultant level, you would expect this in a firm that is operating in areas of the market that are developing quickly in capabilities that are shaping solutions as well as delivering them. Finally we are not ashamed of our commitment to take talent into the firm from wherever it resides. We have lots of examples of people who have been successful consultants who started their careers in industry. We think that it is important to have diversity of talent. We believe this enhances our inclusive culture, fosters creativity in our solutions and makes the firm a great place to work. If you would like to discuss any of the points raised in your review then please reach out to your HR Business Partner or HR Lead, Mary Keller.