We at &amp are thrilled to announce that our innovative &amp Skill-Level Model has been recognized with a prestigious Employee Branding Award! This acknowledgment validates our approach to creating a transparent, performance-based career development system that not only attracts top talent but also retains them long-term.

The Challenge: Attracting and Retaining Talent in a Highly Competitive IT Market

In a dynamic and growing company like ours, attracting and retaining highly skilled IT talent is a central challenge. The market is fiercely competitive, and we wanted to find a way to position ourselves as an attractive employer that offers fairness, transparency, and individual development opportunities.

Our Solution: The &amp Skill-Level Model

Our &amp Skill-Level Model is a scientifically grounded approach based on 12 clearly defined Skill Levels. Each level is described by detailed behavioral anchors that define specific expectations for employees.

The Benefits of the Model:

• Objective Evaluation: Continuous feedback and clear criteria prevent subjective decisions and promote fairness.
• Transparency and Fairness: All employees understand the requirements and can actively shape their career development.
• Increased Efficiency: Scalable processes in recruitment and career development save time and resources.
• Long-Term Employee Retention: Structured development perspectives and appreciation strengthen loyalty.

Gamification and Clear Responsibilities

To boost motivation, we integrate gamification elements into the model. Employees can track their progress in a personal dashboard and see which behaviors they still need to develop to reach the next level. Additionally, responsibilities are clearly defined: employees are responsible for their development, and managers are responsible for providing support and encouragement.

Results That Speak for Themselves

The introduction of the &amp Skill-Level Model has led to significant improvements in our KPIs:

• We experienced a notable reduction in our time-to-hire.
• We achieved a substantial decrease in our cost-per-hire.
• Our employee turnover rate significantly improved and is now well below the industry average.

Addressing Challenges

We recognize that a transparent system can also present challenges. To counteract the risk of overlooking individual strengths, we have adopted an approach that combines transparency with increasing individuality. While non-senior engineers benefit from a highly transparent career path, mid- and senior engineers have more room for individual development.

Our Conclusion