In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries. Meet AGCO from Hungary.
Next to big and household names, we want to introduce you to smaller, maybe lesser-known businesses. These inspiring digital employers motivate us not only to become better employers ourselves but also to contribute to their success with great new tech colleagues. We’re proud to be their tech training and hiring partners, and happy to connect them with Codecool graduates – the best tech juniors on the market.
Meet AGCO, more specifically its service delivery centre, AGCO Hungary Kft. AGCO is a global leader in the design, manufacture, and distribution of agricultural engineering. Their portfolio contains exciting international brands, ca. 30 factories worldwide, a dealership network present in 140 countries, and a full line offer from tractors and combine harvesters to silos, smart feeders and precision agriculture machines.
AGCO’s service delivery centre in Budapest is a truly global, multi-functional business centre creating value for most areas of the AGCO business from IT, HR, Purchasing, and Finance, to Technical Service or Engineering. We’ve sat down with Senior IT Manager, Peter Subecz.
Peter, please introduce your company to us. What is AGCO like as a workplace?
AGCO is a large multinational company with multiple business lines. We’re proud to be among the top 3 global market leaders in agricultural machine manufacturing. One of our flagship brands, for example, is Fendt. Fendt is so cool and premium that it’s also known as the Ferrari of tractors.
We have 20+ factories world-wide, and several other business units, including a SSC (shared service centre) in Budapest with 400+ colleagues. A big part of the local team works in IT development and architecture, and the focus is both on delivering smart solutions and leading innovation.
Our office is nice and modern, and the vibe reflects a good type of multinational culture. And we have great, international teams with an inspiring mix of cultural colourfulness.
Colleagues stick together, there is a strong sense of solidarity in the air – inspite of the fact that many business units have been acquired and not organically grown from within the organisation.
There is always opportunity to travel if you like, and our offices and factories are at beautiful places, like in Linnavouri, close to Tampere in Finland, near Neuschwanstain Castle in Germany, outside Vicenza, at the feet of the Alps in Italy, in Beauvais, France, Devon, UK, in Duluth, Minnesota, US, and other amazing locations.
Work is exciting, too. We’re building hi-tech smart machines and use a DevOps approach for production support and corporate governance. There is so much new innovation ahead of us, that it will give us work for the next 4 to 5 years.
How important are digital skills and talent for your business?
As I mentioned, a big part of our business unit is about digital solution delivery and innovation, and we need skilled people to make all that happen.
Besides solid technical and soft skills we also value an agile mindset and the knowledge of agile principles and methods, because we’re in the middle of an agile transformation, too.
Waterfall is just not good enough for us anymore.
The shift is gradual and business-side will be a part of it, too, not just the IT department.
You can hear about the growing digital talent gap everywhere. How does it affect you?
We also feel that it’s difficult to find quality tech professionals today. And it’s more difficult to keep them, too, because people tend to change jobs much easily and faster than just a few years ago.
We are still confident that we can offer a great workplace and package overall, and strive to continue being the employer that you wouldn’t want to leave.
How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?
We do both, focus on quality recruitment, as well as continuous training.
I have 4 DevOps teams with ca. 60 people and we’re still in the process of hiring more. There are teams where half the people come from Codecool. They all specialised in DevOps during their Full-Stack Development training.
When joining us, they always go through an additional onboarding video training series, like everyone else, focusing on our solutions and technologies.
We offer centralised training programs for existing employees, too, including training in new technologies and soft skills. Everyone has a personal improvement plan, and we make sure to follow-up on it.
Why did you choose to partner up with Codecool?
Codecool trains skilled juniors, and you cannot run a development team with seniors only. You always need a good balance of seniors and juniors for efficiency and best results.
We found that Codecoolers were always very motivated, as opposed to many seniors, for example. They want to learn, they want to work, and we appreciate that a lot.
Sometimes they need to further improve some of their skills, for example to work with complex algorythms. This is something that university graduates are better at because they studied linear algebra. But Codecoolers are better at others things: they have hands-on programming skills, and are more confident to try new things, work in teams and explain their approach to their solutions, which is another important part of their work.
We are happy with our Codecoolers, they fit in our teams very well.
And I also value our cooperation with the Codecool team. I just send them the profiles we need, without explaining it too much, and I always get a short list of matching candidates within 2 days the latest. If I have to wait, it’s more because of our part of the HR workflow sometimes, but all-in-all it’s always a really fast and very convenient process.
What local and global trends do you see impacting your business today?
Agile transformation is not a totally new global trend, but it’s something we’re doing right now, and we put a lot of effort implementing it across our organisation.
Cloud-based services are another trend we follow – about 60 to 70% of our solutions in total already are hosted in the cloud or shared via the cloud.
What’s your long-term digital vision for your company?
Our new CIO has launched a large-scale digital transformation, starting from centralising all customer portals based on cloud technology, to be continued by connecting all financial and engineering processes globally.
Together with our plans about going fully agile and cloud–based, we’re building a globally integrated digital platform for our organisation. While obviously also continuing the delivery of world-class smart agricultural machinery.
How do you see our shared digital future?
I believe that we will continue to have faster and easier access to more and more information. For the worker next to the delivery line, and the one sitting on the tractor, checking real-time operational data on their smart phone, too. The key is going to be the filtering of the data – in the future even more, than today. The personalisation of the access to data will very much be in focus.
Outside of our domain, in general, I see a similar trend with regards to the information ecosystem. Sustainable energy, and digitalisation eliminating human error are also key areas where I expect substantial and exciting improvements in the future.
Looking for an inspiring digital employer like AGCO? Check out their open positions. If you need training first, consider our Full-Stack Development Course, which will give you the exact skills AGCO and the rest of our 300+ partners are looking for.
Inspired by AGCO’s example? Reach out if you need great junior tech professionals or best-in-class training for your organisation.
Hope to talk to you soon!