At CI&T, 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 43 employee surveys, with a 90% confidence level and a margin of error of ± 4.09. It was published on Jul 5, 2017. 4415 Visitors

What Employees Say

I believe management would lay people off only as a last resort.
100%
 
Management is honest and ethical in its business practices.
98%
 
Management trusts people to do a good job without watching over their shoulders.
98%
 
Management recognizes honest mistakes as part of doing business.
95%
 
People avoid politicking and backstabbing as ways to get things done.
95%
 

What They Do

We asked CI&T to explain what they do. Here is what they had to say.

We provide strategies, design, and build of new digital experiences inside our enterprise customers. We offer skilled teams that are problem-solvers and experts at mastering new technologies using Lean and Agile methodologies to navigate the unique challenges of our customers.  

About this Company

Website: www.ciandt.com Industry: Information Technology
US Headquarters: King of Prussia, Pennsylvania, 19406 US Sites: 5
Major Locations: Princeton, New Jersey; King of Prussia, Pennsylvania; Houston, Texas; Atlanta, Georgia; New York, New York US Employees: 48
Employees Worldwide: 2,094 Corporate Structure: Private
Founded: 1995

CI&T Take your Child to Work Day

Perks and Programs

We asked CI&T to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Direct Line - Listening to our People: CI&T Direct Line, launched in 2015, is an open channel to the entire CI&T community in which employees can address any subject they want and choosing whether or not to identify themselves. Identified messages are handled directly, and the employee always receives a return on it. In anonymous cases, monthly reports are released with the main points raised and addressed actions. There is a committee made up of the CEO, CFO, VP of HR and Operations, the entire HR management and a team of senior managers who discuss the major actions resulting from this channel, helping to think of solutions.
  • Lean Leadership Center - Our Inspiration: The mission of the Lean Leadership Center is to prepare our team of people managers (People Development Managers and Coaches as defined in Question 7.3) to be recognized as leaders who generate inspiration through their actions day-to-day, promoting a solid background for the teams being able to deliver their best, and transforming business performance. This year we released a Coaching Practitioner program that gives leaders guidance to develop their coachees on SMARTER Goals, Values, Mission, Gains & Losses, SWOT, Roadmap, Pyramid of Success, Time Management, Beliefs, and the “Wheel of Life”.
  • Happy Feet Program - Mobility: Our internal recruitment program is called Happy Feet. We believe that all our employees are potential candidates for vacancies. We want employees to be very happy with what they do and thus the possibility of internal change exists so that everyone can find the work they most identify with. As our CEO says, "I want you to continue to grow with us!" And, we are transparent too! With the exception of confidential items, we disclose all opportunities in Happy Feet. Through this process, we offer to the employee the possibility of changing cities, work in international projects to experience another culture, or to change roles, or technology.
  • Capacity - Internal Hiring: Since 2013, Capacity is a process at CI&T that assists departments during moments in a shift of demand, being an important support for the reallocation of our employees. The objective of this process is to radically optimize the profile match of employees with the challenges that we have in the various business units. All people in the company who are not allocated or will soon be ramped down, enter the process to search for new opportunities. The Capacity team (inside the People Area) analyzes the situation, searches for internal positions, and talks with the manager. They always look for the best match. This process highlights the culture at CI&T to show genuine concern to accommodate the changes that occur in our business and our industry.
  • Give me a Break - Time to Relax: The main objective of this program is to encourage employees to seek a balance between personal and professional life, breaking their routine, by setting a team activity among a group of company employees. This program creates a greater integration between co-workers, facilitating a healthy environment and promoting the development of professional skills such as teamwork, creativity, footwork, agility, concentration (skills vary according to activity). Thus, CI&T encourages sports, cultural and leisure activities in a group setting.
  • End of Year Party - Our Celebration: At CI&T the End of Year Party is the most expected event for everyone! It is a moment where we celebrate and integrate for the past year and reward our employee as a sign of recognition. The party will take place in late November or early December. In 2016, all of the employees and their families were flown to New York City for a weekend to partake in a group activity and then to a party where the employees’ families also attended. This is a great time to get everyone together from all of the locations to one central place. In 2016, our employees were located in nine states across the United States.
  • What's Going On?! - Our Voice: This monthly communication happens between VPs and their managers of the structure, ensuring constant alignment of all those who are responsible for teams at CI&T, which are references to questions and suggestions of the teams. It is a time of change, focusing on the discussion of what is happening in the company. It is based on transparency in sharing all results (good or bad) being achieved (sales, revenues, costs, margins, etc.), according to the goals set at the beginning of the year. At the meeting anyone can ask questions, give suggestions, making it a two-way street.
  • People Development - Developing People before Software: The People Development Process is a revolutionary process in the knowledge industry! It was created with the goal of bringing dynamism to people development through a rhythmic model. It is structured, disciplined and focused on the learning process, which allows the leverage of coaching practices and generates value through a clearer link between the business operation and development of people. This process promotes alignment among all people managers for the career moment of each employee. With it, we have 1. A more effective reception of new employees, 2. Development plans that are better prepared and followed 3. More opportunities and recognition with more agility, 4. More effective performance assessments, 5. Steady growth for our employees.
  • Ambassadors - Sharing Our Culture: An Ambassador is someone who admires and lives CI&T’s culture each day. They commit to the goals by speaking effortlessly about CI&T to others, primarily to the public. The program recognizes employees who to seek opportunities to speak or who have been invited to speak about a topic or share their story with the public. The employee receives a budget for business expenses and a representative from the People Area is assigned to support the employee, so they can focus on performing brilliantly and advocate CI&T’s culture.
  • Anniversaries and Recognition - Celebrating Dedication: In addition to recognizing performance, we also have gratitude for the partnership and dedication of people over the years. It's very cool to stay so long in the same company! Our average tenure for employees is 8 years and for management, it is 12 years. Every five years of completed service, the employee will receive a trophy, a special gift and more paid vacation time (between 8-33 days). For birthdays, they receive an email congratulating them on their special day and thanking them for their dedication over the years. We publicize each person's birthday and invite employees to congratulate them too!

COMPENSATION BY THE NUMBERS

3% Match of employee’s 401(k)/403b contribution up to 3% of salary100% Company-paid health coverage for employees
100% Company-paid health coverage for dependents $5,250 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
CI&T Take your Child to Work Day 2

WORK-LIFE BALANCE BY THE NUMBERS

18 days Paid time off after one year of full-time employment Unlimited Paid sick days after one year of full-time employment
18 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Telecommute option (80% use it)
  • Onsite Amenities (CI&T values its opportunities for employees to connect and integrate together face-to-face. CI&T's distributed environment creates an opportunity for more meaningful connections when people can meet together in-person. So, the company has provided perks such as paid parking, coffee/tea, filtered water, beer/wine, ping pong, snacks, and team activities for employees to connect.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take5 days Job-protected paternity leave (including FMLA)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)*5 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

$6,000 Philanthropic donations in last year Yes Sustainable commuting program
Yes Recycling program

Diversity

  • Senior Employer Brand Manager is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Women; Disabled employees; Speakers of English as a second language
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
CI&T NJ Goes Bowling

DEMOGRAPHICS

 
Annual Holiday Party

How to Get Hired

We asked CI&T for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Smile...and tell us about your ability to roll up your sleeves, collaborate with colleagues, and deliver a service, an idea, a question, or even just a smile to your team or to a client! Tell us why you love working in a global environment. Talk to us about how you've collaborated and innovated in your past jobs. Are you flexible? Transparent? Open to coaching? Do you want to work in a culture that puts people first? Tell us how your skills match the requirements of the position you're seeking...are you Agile-ready? Are you still smiling?

What can prospective employees do to get your attention?

Connect with us on LinkedIn! Follow us on Twitter! Friend us on Facebook! Visit our website (ciandt.com)! Check out our blog! Read our eBook! Introduce yourself to us...start a conversation with us!   

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Yes! We're looking for a Business Analyst in Chicago! We're always happy to accept applications from talented technical contributors, e.g., Developers, Project Managers, Scrum Masters, UX Designers, Systems Architects.

What should interested candidates do to find out more and get started?

Take a look at CI&T's opportunities on LinkedIn and on our website (ciandt.com) and apply for open position(s)!

hiring Outlook

2 Forecasted positions to fill in coming year 9% Job Growth
290 Average applicants per opening 579 Total job applicants
50% New hires by employee referrals 2% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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