What are the possible effective ways to retain the best? – is perhaps the biggest question that haunts every company, and the competitive business world makes the question trickier.

However, that’s a query best answered by a talent magnet.

“To deliver an effective talent retention strategy, individuals need to be productive, organization should have right culture and leadership must be widely available,”

explains Shashank Samant, CEO, GlobalLogic – an experience design and digital product development services leader.

With a perfect blend of best of these three ingredients, the company has emerged into a canopy for 9500+ employees spread across India, Europe and America.

Leveraging the combination of experience design, complex engineering and agile delivery, this California-headquartered company clearly understands the changing nature of tech-savvy products and helps customers create and accelerate digital innovation.

Founded in Y2K – an era where the Internet had set the table for the potential IT transformation – GlobalLogic indeed brought to the palate a distinctive approach; but, also had to confront a major challenge of attracting qualified engineers.

However, the innovative engineering services company driven by its exciting armada of solutions that range from a chip to the cloud technology soon evolved into a growth-bitten organization, reaping in not only a double-digit growth but also customers and employees alike.

“GlobalLogic is in the design and engineering services business and customer delight is our top priority – this can only be achieved if we have talented, happy and engaged employees,”

adds Shashank.

A Plethora of Initiatives

Powered by a hiring team, an HR team and an L&D team, GlobalLogic’s robust talent management processes run on four key dimensions – acquisition, development, engagement and retention of talents.

The hiring strategy scrutinizes fresh minds based on their brightness, innovation potential and a passion to spearhead a difference; while the veterans in the industry are assessed based on their skills and experience.

The company has institutionalized various hard as well as soft-skill trainings, which help the Globytes (employees) hone their knowledge, build a career in entrepreneurship and even achieve vertical and horizontal growth.

The list doesn’t end here, but goes on to include boot camp for freshers, 360° Program for selective leadership roles, Talent Summit and knowledge sharing sessions.