In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries. Meet Clocklike Minds from Poland.
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.
Pawel is an experienced manager, architect, and developer with over 20 years of experience in the IT industry. He was responsible for the implementation of many transformation projects in financial institutions. He has managed large teams of over 100 people, and is a Certified Pega Lead System Architect.
Lukasz is a Certified Pega Lead System Architect, who has been working in the IT industry since 2011, and with the Pega platform specifically since 2015. He started his career in the insurance sector as a business analyst and JAVA developer. Since then, he has taken part in numerous projects related to the Pega platform and carried out projects for Polish and international clients in all technical roles, from junior programmer to lead architect.
Please introduce your company. What do we need to know about Clocklike Minds?
Clocklike Minds was founded in September 2017 by a group of technology enthusiasts who previously co-founded Bizmatica Poland, which has been active on the Polish market since 2013. The acquisition of the Pega team and Bizmatica Poland contracts took place in December 2019.
We are experienced technical and business architects and engineers with a proven track record of success in delivering complex IT projects. We have an extensive knowledge of the IT industry, IT technologies, trends and agile methodologies, and in-depth experience in BPMS and Java technologies. Our experts have carried out many international projects for organisations in various industries, including in particular:
- the leasing industry,
- the pharmaceutical Industry, and
We use the Pega BPM Platform to build and configure applications.
Why are new technology talent and digital skills important to your business?
It is often said that digitalisation starts with a change in minds – the ability to leave old, worn-out patterns, openness to change. We can safely say that the future and development of our company depends largely on the minds of our current and future employees. Their innovation, freshness in approach to technology, understanding of it and courage to make bold, future-oriented decisions – all these factors are and will be key elements in shaping the future of our company.
That’s why a constant influx of new technological talent into every company is essential. Not just in technological competence, but also a certain natural, I think, increasingly better understanding of technology and current trends that the next generation of employees will have.
We live in a world where the boundaries between the offline and online worlds have virtually blurred. Key elements of business have already moved largely into the digital world, and without strong digital skills it is hard to find your way in this rapidly changing reality – even in everyday life, let alone in business.
Everyone is talking about the growing digital talent gap. What is your opinion on this subject?
It all depends on the definition we take of the phrase ‘digital talent’.
If we understand it as consuming digital content, being able to navigate the digital world, social media, etc., it seems that the younger generations in particular don’t have the slightest problem with it. Here, the gap is not only not widening, but is being systematically bridged with the natural generational change and increasing awareness of the power and usefulness of modern technological solutions among middle and older generations.
For example, referring to the Polish “backyard”, which is closest to us, we are at the global forefront of innovations related to non-cash payments. We are more and more willing to pay by card, mobile phone, watch or blister, and many people no longer even carry a wallet, considering it unnecessary baggage.
But digital talent understood as a group of people willing and able to create digital products or tools to create or consume digital content is a different story. Undoubtedly, a technology-related career path, although well paid, is also quite demanding and has a certain barrier to entry. It is also, according to a still widespread opinion, a path that supposedly requires extraordinary talents and skills.
This all results in some young people feeling apprehensive about choosing such a direction for their career, so that the supply of new digital talent is not as wide as it could be. Those with such skills who are already in the market, thanks to globalisation and the increasing acceptance of remote working, can in turn choose from a range of jobs around the world, often better paid, further widening our local digital talent gap.
When it comes to the demand side of the market, today more than ever, positions for IT talent are not limited to IT Departments. Marketing, sales, and many other areas, historically purely business, need to be filled with many roles designed for digital talent.
Some of these needs are being met by converting business employees to more technical employees (citizen developers) who, after appropriate training, can produce software, usually using low-code or RPA platforms. However, this does not seem to be enough to meet current market needs.
Hiring or training? Or both? What is your approach to digitising your organisational skills?
In general, we believe that using both options is the optimal approach.
Hiring an experienced employee means not only introducing high quality (knowledge, experience) to the company “on the spot” (without waiting for the end of the process of training, acquiring experience, etc.), but also taking a different look at similar problems from the market. A different one, because it is based on the experience of functioning in a different business environment, in other companies, in other projects. This is an opportunity to learn also for us, because by relying on the experience of others we can improve our company in many aspects.
On the other hand, training employees from scratch allows us to place emphasis in the training on those areas which, in our experience, are the most important in the process of smooth introduction of such a person to work in real projects. As a result, we can optimise the time spent learning a new technology, using it more effectively.
We do not hide the fact that within the domain in which we move (although it applies to the entire IT market), the possibility of hiring experienced people from the market is limited. Firstly, the supply of experienced Pega specialists on the Polish labour market is small. As a young and still small company, we are also not able to attract employees with a well-known logo. Similarly, the technology we deal with – Pega – cannot compete in popularity with many other technologies.
Therefore, for us, the training of newly hired people is not a novelty and has been an integral part of the onboarding process of new employees for virtually forever – and we feel good about it.
What other global and local trends are influencing your digital training and employment strategy?
Undoubtedly, the saturation of the labour market and the difficulty of attracting experienced workers from the market, for reasons we have already discussed above, make us focus on training. Both for people just starting out in their careers and for people who want to retrain from another area or another technology to develop applications based on Pega.
We have also been influenced by the pandemic that has accelerated the popularisation and acceptance of the concept of remote working. It is not so much about changing our way of thinking, but mainly about changing the way of thinking of our clients, who look more favourably on the remote work of our consultants.
This allows us to look for employees more broadly, not limiting ourselves to specific geographical locations where our clients’ offices are located, or not only looking for people willing to travel. This is both an opportunity and a threat because other companies can freely penetrate the Polish market, as well as the employees themselves can seek work in foreign companies or work as freelancers.
Why did you decide to cooperate with Codecool?
On the recommendation of our German partners, Greenfield.
How do you assess our cooperation? What do you value most in our cooperation?
I think it’s very good. We highly appreciate your professionalism and substantive support in the process of recruitment of new employees.
Our very high rating is also influenced by the quality of purely human relations with your representatives, their openness and friendly, partner-like attitude to cooperation.
What is your digital vision or strategy?
It seems that due to the growing digital talent gap (in the sense of people producing IT solutions), an effective and often chosen approach to try to solve this problem by companies will be the conversion of some business employees to technical employees (citizen developers).
This approach must go hand in hand with a further increase in the popularity of low-code platforms, and therefore also the leader of this segment – Pega. As a company which (including Bizmatica) has probably been working with this technology for the longest time on the Polish market, we would like to become the first choice for all Polish companies considering implementation of this technology or further development of their existing applications.
We would like to further expand our activities focused on popularising this class of solutions on the Polish market – so that an increasing number of companies recognise their possibilities and potential. Automation of business processes, flexibility, and speed of their adaptation to changing market conditions, improving the speed and quality of customer service in the increasing number of available channels of communication with them – all these, in our opinion, will be the key elements determining the success of companies soon.
Modern BPMS solutions are ideally suited to this environment, as they address all these needs using a single, consistent platform. We believe that by focusing on this area we will be able to further develop our business, helping our customers to achieve their ambitious goals.
How do you see our shared digital future?
Above all, we see Codecool as an excellent Partner with whom we can implement many projects to support our digital vision and strategy.
We would like Codecool to help us create the first proprietary Pega-based BPMS application development curriculum in Poland. This would allow trainees to learn about the possibilities and how to work with such a solution at an early stage of their professional development.
On the one hand, this would increase their attractiveness on the job market, as BPMS and low-code platforms are gaining popularity. On the other hand, it would allow them to make a considered decision as to whether this is a career path that suits them.
An important aspect of such training, in addition to providing practical knowledge on the use of the tool, would also be to make trainees aware that with proper commitment on their part, they are able to easily find themselves on the job market in application development based on BPMS platforms – and this does not require 5-year studies in IT.
Pega, being a modern BPMS solution, supporting the low-code approach, seems to be a particularly graceful platform to enter the world of IT. It also offers interesting work at the interface between IT and business, allowing to learn in detail the business processes of the organisation.