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July 05, 2022
Meeting Juan Arango And Colombian Tech Talent Arena
While Innovecs expands its presence to new markets, our culture becomes richer and more vibrant with the arrival of new specialists. Today we would like to introduce Juan Arango, who joined our company in June and embraced the position of Talent Acquisition Manager. Juan Arango is a pro with vast transformational leadership experience who perceives the team as a strategic ally for organizational success. He has been engaged in developing high-performance teams in various companies across Colombia. Juan is passionate about building strategic and business partnerships transversally with all employees. We believe his expertise will enhance Innovecs capabilities and facilitate a corporate course toward global leadership. Besides growing from Junior Consultant to Talent Acquisition Business Partner and Manager, Juan is a bilingual psychologist and labor law specialist, who understands and strengthens the human side of organizations through coaching, employer branding, career development, and training programs that contribute significantly to a greater sense of belonging inside a company. As our journey begins, we decided to set off with a brief interview. Juan kindly provided his expert opinion and views on the Colombian Labor Market. — Juan, in the context of the global tech arena, what are the main labor market features of Colombia and the LATAM region in general? What are the specifics of the hiring process? — LATAM region, especially Colombia, is characterized by having tech professionals that can work in a nearshore model for the North American market within a slight difference of 2-3 hours only, which gives a competitive advantage in regard to direct communication with client stakeholders and tech teams. The aim of a successful hiring process in Colombia is to make it agile and efficient. Once we have identified a good candidate, our goal is to ‘put the pedal to the metal’ and work as a team with the clients to orient them in the decision-making process to select the best candidates that suit their needs. Сandidates in Colombia read Glassdoor webpage reviews when they want to check the reputation of the company. Referral programs work really well in conditions where they can get paid $1.000 to 2.000 USD and also they look into how many followers and the type of projects/technologies/clients the company offers. — What are the advantages and disadvantages of this job market? — Among the major advantages, I would highlight the following: Similar time zone within North American and Latin American countries. Due to the high demand for IT professionals, governments, communities, non-profit organizations, and schools are promoting and motivating students to learn and get immersed in the technology industry to have well-paid jobs and opportunities for them and their families. Lots of Junior talent with great potential and attitude to work and be part of international companies. Increasing rates of candidates studying English as they know how important it is today to know the English language to land great jobs. As far as the disadvantages are concerned, I believe they are as follows: Lots of international competitors from other countries are chasing talent, hence increasing salaries, paying attractive/high sign-on bonuses, and offering relocation programs are the most relevant strategies to catch their interest. Due to inflation rates (Colombia has one of the highest inflation rates in Latin America), employees from all industries including IT, are looking for jobs where they can earn more to counteract inflation, which is something employers should understand and consider. Despite many people being conscious of the importance of learning English, there is still a gap among developers who do not yet have an advanced/fluent English level, most times necessary to be part of international projects. This is an ongoing process and in a couple of years, we will have more bilingual professionals on the list. — What features make the Colombian market attractive to our clients? — Colombian people. First, they have a good attitude and a willingness to cooperate and learn fast. And second, Colombians can adapt easily to the fast and rapidly evolving environments of tech companies. — Colombia has a steadily growing population of young, highly educated, and motivated individuals specializing in software engineering and other tech-related fields. Could you please tell us the reasons and main factors for such a progression? — In my opinion, the key underlying reasons for the growing tech talent market include: The high demand for jobs and new opportunities arriving in the past years. An opportunity to grow personally and professionally by learning how to code. Having good compensation and benefits compared to the other jobs in different industries. Technology for companies and businesses is not a plus but a competitive advantage and a need new specialists can fulfill. — Are there some tech hubs in the country? — Medellin is considered the best hub for tech talent in Colombia. Bogota, Cali and Barranquilla will follow the lead. — And the last question, Juan. What are Innovecs’ plans for Colombia? — The plan is pretty clear. First, we have an objective to hire local talent for North American clients. Second, we aspire to be the pioneers of the global Innovecs expansion in the LATAM region. Third, we aim to leverage the difficulty of hiring talent in Ukraine. And last but not least, Colombia seeks to become a country that can increase the size and revenue of the company. That indeed sounds like a solid plan. We welcome Juan aboard and pin high hopes on our joint experience at Innovecs.
#Interview
June 24, 2022
Innovecs: Accomplishments Speak Louder Than Words
Singing praises to yourself is good. Apart from boosting self-esteem, loving yourself is the basis of all lifetime achievements and wins. In the corporate world, things work differently. Instead of speaking about ourselves, Innovecs chooses the language of deeds. Ultimately, it is our actions and accomplishments that win the hearts of our stakeholders — employees, clients, partners, the community, and the tech industry in general. Over a decade of our existence, Innovecs has morphed from an ambitious idea into a global digital transformation tech company. Thanks to our unique culture and high bar, today we have offices in the USA, the UK, Israel, Ukraine, and Australia. Innovecs’ team has expertise in the development of software solutions in the fields of Supply Chain & Logistics, FinTech, Healthtech, AdTech, Software & Hightech Gaming & Entertainment. Our clients, partners, and teammates are scattered all around the world. And so is our recognition. For the fifth time in a row, Innovecs is on the Inc. 5000 list, the list of fastest-growing private companies in America, and for the fourth time on the Top Global Outsourcing companies. In 2018, IAOP listed Innovecs in the 2018 Global Outsourcing 100 list as a Rising Star in the specified category Size & Growth. In 2022, Innovecs is recognized as a Rising Star on The 2022 Global Outsourcing 100® list in three categories: Customer References, Awards and Certifications, and Programs for Innovation. In 2021, Innovecs officially received the status of AWS Select Consulting Partner in the AWS partner network. On October 4, 2021, Innovecs officially became the Platinum Partner of ISTQB (International Software Testing Qualifications Board). Obtaining ISTQB Platinum Partner status is a testament to Innovecs’ continued efforts to grow and deliver better services in a competitive testing market. ISTQB is a non-profit organization responsible for the international certification programs: ISTQB Certified Tester Foundation Level (CTFL), ISTQB Certified Tester Advanced Level (CTAL), and ISTQB Certified Tester Expert Level (CTEL). Throughout Innovecs’ history, we have maintained the status of a stable employer. We are expanding our global presence: moving further, our next location is Georgia. Driven by the growing demand for digital technologies across the globe, Innovecs is determined to nurture new tech hubs and enrich teams with new talents from different corners of the world. And there’s even more to it: we are also opening new hubs in Poland, Colombia, and two more European countries in the near term.
#Article
June 24, 2022
Real-Time Supply Chain Visibility: Best Solutions To Keep Shipping Operations Transparent
Article updated on June 24, 2022 Lack of B2B interaction and inventory visibility can become a real challenge, especially under the tight competition between companies striving to achieve “one-day delivery” for more customers’ satisfaction. Custom or ready-made software solutions can boost the ability of the stakeholders to access real-time data relevant to the order process, inventory, delivery, and potential supply chain disruptions. Coca-cola, Best Buy, Walmart, Kraft Heinz, and many more industry giants are using visibility tools. In today’s competitive markets, companies are tasked with being notified of every product movement in their supply chain operations. Whether it’s an ocean container, pallet/skid, truck in transit, or drone delivery there is a growing need to keep track of every shipment in real-time. The end-game is to offer the best service and make sure customers are extremely satisfied with 5-star recommendations. At Innovecs, we have been part of the supply chain and logistics world since 2012. We have helped companies automate their warehouses, integrate with ports and carriers, create online freight marketplaces, and manage their transportation systems. In this article we are going to break down the nuances of real-time visibility to uncover the following: Why achieving visibility in your supply chain is a challenging task The importance of real-time visibility for your business The benefits of having a strategy in place Technologies that can drive visibility across all supply chain stages
#Article #Big Data & Highload #Blockchain #Logistics #Machine Learning
June 17, 2022
12 Reasons For Joining Innovecs
The global IT landscape is vibrant and dynamic. Myriads of tech companies are appearing in the arena and are delivering all kinds of digital solutions. At the same time, not every company has a community around it. From day one, Innovecs’ leadership set the objective of providing equal high-quality experiences to all stakeholders, clients, and employees. For over a decade, the distinguishing feature of Innovecs has been its DNA and values — Innovate, Inspire, Care. The company’s culture revolves around these concepts, creating multiple opportunities for the self-development of our people — both professionally and personally. Driven by the belief, that only happy teammates promote creativity and innovation, Innovecs makes every effort to ensure the well-being of each Innovecser. Today, we would like to share the key benefits of working at Innovecs. Here are the main reasons to join us. 1. Stable Growth and Career Opportunities More than 850 Innovecsers have provided valuable digital transformation experiences to over 100 clients. Innovecs’ portfolio contains more than 60 successfully implemented projects, and the major criterion of our success is our clients coming back for more. Over a decade, Innovecs has managed to achieve significant results, which are reflected in our corporate stats. At the moment, the company has team members on five continents, and our next soon-to-open location will be in Georgia. We are also opening new hubs in Poland, Colombia, and two more European countries soon. “We as a company always start by building bonds of trust with our clients. Whatever the development stage is, we accompany them, guide them and think it is our duty to anticipate their questions and concerns. Innovecs is constantly raising its standards in terms of providing the best services possible. This is why we have a number of loyal clients that enjoy their experience and come for more. That loyalty reflects a crucial thing for us — we are valuable to them”, — Alex Lutskiy, Founder and CEO at Innovecs. For the fifth time in a row, Innovecs is on the Inc. 5000 list, the list of fastest-growing private companies in America, and the Top Global Outsourcing companies. For the fourth time, Innovecs is recognized on The 2022 Global Outsourcing 100® list by the International Association of Outsourcing Professionals (IAOP®). In 2021, Innovecs officially became the Platinum Partner of ISTQB (International Software Testing Qualifications Board), and also has achieved Amazon Web Services (AWS) Select Consulting Partner status in the AWS Partner Network (APN). 2. Reinvent Your Career with Us What do we mean by ‘self-fulfillment’? From our point of view, this means having our ambitions met, whatever they are. Just as our people innovate the world, we as a company feel responsible for innovating them in the first place. All Innovecsers are united by a great desire to move forward and grow as personalities and pros. Our teammates can develop both horizontally and vertically, and transform from developers to Delivery Managers and VPs. Apart from advancing a career, each Innovecser can reinvent it. That is, our educational programs, courses, tracks, and workshops allow for changing a project, role, or even domain. “Innovecs is synonymous with growth and development. I am already working in the third position in this company. It’s cool that people without experience can try themselves in new roles, learn by doing and grow professionally. Courses and workshops are constantly held here, and this remains far from universal. A Promotion Plan is developed for each employee for six months, which lists the knowledge and skills you need to gain within this period. The bottom line is that I feel support from Innovecs, and it is invaluable for me”, — Olena Ratova, Project Coordinator at Innovecs. 3. Active Lifestyle The uniqueness of our culture owes to the uniqueness of our people. Every Innovecser is a separate story that enriches our community. Upon coming to Innovecs, each of us brings a set of personal likings, beloved hobbies, activities, interests, and aspirations. We even bring our concerns and learn to deal with them thanks to professional attention. Innovecs fully accepts us the way we are. Whatever the source of inspiration is, you can practice what you love — jogging, yoga, football, tennis; take part in challenges and competitions; receive gifts and acknowledgment, and share your achievements with your teammates. Innovecsers define the variety of communities. Anyone can initiate a club, and become a leader of one. “I was very happy with the availability of the yoga community and immediately joined it. It is good that you can attend classes without leaving the office. It is nice that there is an opportunity to do your favorite things — here it is encouraged and supported. As for the new activities, I joined the Mindfulness community, where we hold discussions and practice meditation”, — Oksana Hubchyk, QA Manual at Innovecs. 4. Well-being: We Are On Your Side A global company has a global mindset. We are comprehensive in our approaches, whether it is services, products, or experiences. The same pertains to the concept of employees’ happiness. It is our belief that apart from professional success, a sound mind in a sound body has a huge impact on quality of life. To us, well-being encompasses the care of physical and mental health, confidence in financial and social stability, as well as a sense of security. “If corporate culture encourages you to combine work with activities that inspire you, your well-being should not be a matter of concern. Another sign of “norm” is balance in all spheres of life. One area cannot develop in the absence of another. Otherwise, you start to feel out of balance. It is crucial to understand your limits and keep yourself balanced — relax, do hobbies and communicate. I must point out that the corporate culture of Innovecs’ well-being is an important component that is reflected in actions, not words”, — Olha Havlytska, Community Relations at InnoClub by Innovecs. 5. Flexible Workplace We are global, but at the very same time, we go local in providing a comfortable working environment. Local and granular. It is common knowledge that working conditions can make or break creativity as well as support or damage our health. We all need what is best for us — attending offices and enjoying conversations; managing tasks and teams from the comfort of our homes in solitude, or juggling the two if necessary. Our offices and hubs offer far more than just a well-equipped and stylish workspace, but a lifestyle space of self-development, mental and physical recreation, access to education, and hands-on experience. Innovecsers choosing to work remotely from any part of the world can and will enjoy a local benefits system and join us at online events, activities, celebrations, conferences, and systematic corporate meetings. Innovecsers are welcome to explore our Relocation Support Program and learn about how we can assist in this matter. “I very quickly found an apartment next to the office. I also had a week to rest, adapt, and work things out in the new place. So when I showed up for work, I was ready. Plus, I immediately found a company where I was very comfortable. Innovecs was also very helpful with the relocation: our Care department provided me with rental options that partly covered the cost of moving”, — Rostyslav Kylymchuk, Java Software Engineer at Innovecs. 6. Professional Growth Experience with Innovecs might start even before a talented person is among our teammates. Thanks to our Juniorship programs by InnoCamp, we take newbies and turn them into specialists who then may want to join us. And after they do, the learning journey then continues with special training for hard and soft skills, English classes, enrollment in a global certification preparation program, mentorship program, and an individual development plan. And there will be more. One of the crucial touchpoints with our people is 24/7 access to the learning process. We are always aware of the needs and ambitions of each Innovecser. We turn systematic feedback into new opportunities. “When a new set of internships was launched, I became interested in turning into a mentor to share my skills and knowledge with someone. And I regard it not only as teaching but also as the development of my own skills. This will definitely come in handy if you want to build a career and develop leadership skills”, — Ihor Pavlenko, Software Engineer at Innovecs. 7. H2H Philosophy The human2human approach is a broad concept that is reflected differently in various companies. At Innovecs, consideration for the talents we have is letting them speak and making sure their feedback turns into solutions. In order to create and generate out-of-the-box approaches, people demand inner freedom and a safe space to offer unique ideas that change the status quo. Everyone in the company has freedom of self-expression. We have an open-door policy and systematic meetings, where Innovecs’ leaders share crucial corporate information so that all the team is on the same page in terms of the current state of affairs. “The CEO of Innovecs is very open, he is constantly in touch with the company. You are always up-to-date with the latest news, and you know about clients. I always follow everything that happens. The atmosphere is open and transparent, and I am happy to be a part of it. I say out loud that I work at Innovecs because I’m proud of it”, — Andriy Bosak, the Technical Support Specialist at Innovecs. 8. Engineering Leadership Platform Engineering Leadership promotes global digital transformation. This is why we have launched InnoHub, an Engineering Leadership Platform. Its core purpose is to empower collaborative growth and build a community of engineering leaders. We believe engineering leaders are not only those who lead the team but everyone who develops innovations through everyday tasks as an expert. “Today we can say that InnoHub is a platform for the development of Engineering Leadership. Our main goal is to expand our capabilities and build a community of technical leaders. InnoHub consists of three components. First, it is a community of passionate engineers who want to initiate technological change and interact as equals. Community members evolve and develop their projects, teams, and skills. Second, InnoHub is a source of inspiration, where meaningful content is broadcast through events and networking. Third, InnoHub is an online space, a platform for meetings, training, and association of engineers from around the globe. Tech magic happens when these three elements merge”, — Alina Shcherbyna, Head of Talent Marketing and Events at Innovecs. 9. Transparency Leadership On a human note, we all tend to gravitate to people who are authentic, genuine, unmasked, and not afraid to be vulnerable. A leader is responsible for establishing a culture of trust, and being consistent in its maintenance. And if one succeeds in doing so, the mindset spreads across the organization and becomes the only way to go for everyone. Transparency leadership is the first step toward meaningful relationships with employees. And this is the fundamental principle Innovecs works and lives by. “A leader’s transparency demands systematic accountability. Whether it’s financial presentation, our quarterly Q&A session, weekly call, or honest talk one-to-one during a coffee break — people need this stability and presence. A real presence when you genuinely care, but not just as a formality. On the other hand, every team member is not only welcome to provide their own feedback on numerous aspects of corporate life but it’s also guaranteed their voice is heard and taken into consideration. Thus, transparency leadership is an ongoing mindful dialogue and drives mutual value for both company and its people”, — Alex Lutskiy, Founder and CEO at Innovecs. 10. Corporate Culture Driven By Values Business for business’ sake has no future. People always seek higher purposes and big ideas behind everything. Since day one, Innovecs has been nurturing an environment where like-minded talents can create together and enjoy the process in each other’s company. Our DNA is SPECIFIC: Innovecsers are Smart, Professional, Engaged, Collaborative, Innovative, Focused, Inspiring, and Caring. Innovecs practices three core values, incorporated into the DNA: INNOVATE, INSPIRE, CARE. Innovecs represents a community-driven ecosystem, that is, our people can create and become leaders of some community or club by interest inside the company, and Innovecs will support them and invest in their passion. “Being caring is first and foremost about creating an atmosphere. You can arrange it with the help of working and non-working team building. Caring is manifested in finding a thin and invisible boundary of social unity and trying to produce it in your team. The kickback of the team is very important because it is not a one-way street. Not only the manager must play his role in uniting the team, but also the employees themselves must collaborate with each other, determine the necessary conditions for the tasks, ask you questions, and more. It’s much cooler to see people solve these issues on their own because the team is evolving. You as a manager are needed for extraordinarily difficult tasks. It’s nice when a team is a whole, both in and out of work”, — Andriy Troianov, Delivery Manager at Innovecs. 11. A Lifestyle, More Than Just a Job Innovecs focuses on each employee’s ambitions and aligns them with our business goals for mutual success. We consider work and leisure as equally important parts of life. Therefore, in addition to the necessary working conditions and continuous learning options, we take good care of the physical and mental health, recreation, and personal development of the team. Every single day at Innovecs brings something new to the lives of our teammates — knowledge, skills, insights, and meaningful connections. “At Innovecs, you are not confined to a desk whatsoever. This is the place for your personal and professional development and to be around an awesome team. There are many opportunities for personal and professional evolution. This is your lifestyle. In the morning you train in the tennis community and then proceed to work. In addition to lunch, you have a workout again, and in the evening when the work is done you play table tennis with teammates. This is your active lifestyle. You are interested, you enjoy the day, you want more, and your work goals are fulfilled in the same rhythm as you do your hobby. Easy and effortless. You don’t force yourself to work; you like it”, — Olha Havlytska, Community Relations at InnoСlub by Innovecs. 12. Benefits and Perks Innovecs operates on the basis of diversity, inclusiveness, development, and equal opportunities for everyone. Innovecsers can evolve professionally via the vibrant InnoCamp program. All teams can access individual development planning and career coaching, educational and professional certificate programs; join a Mentorship Program, and have lifetime access to training materials in our Learning Management System. With the help of the InnoClub initiative, all Innovecs’ people across the globe can maintain their mental and physical health, and draw inspiration from our communities. Whether it is running, mindfulness and meditation practices, online gym and yoga, or other activities — everyone can find something special. Regardless of the offices’ location, all of them are united by the universal benefits system. Each Innovecser — either office-based or remote — is provided with equal motivation frameworks and incentives. Everyone is provided with private healthcare insurance, team-building activities, social events, and occasional gifts to celebrate Innovecs lifestyle. “​​Despite the remote mode, I do not feel separated from the team or company. I constantly receive invitations to corporate parties. Not so long ago there was a rebranding of the project I’m working on. Two hours before the presentation, a courier delivered a parcel containing four small cocktails and a branded glass. Distances are washed away by such lovely initiatives”, — Ihor Kanivets, Advanced DevOps at Innovecs. These are the main reasons to consider Innovecs as a new stage in your life. And there is one more reason to join us — we are fun, passionate, and voracious. If you feel you belong with us, check the available roles and brighten Innovecs with your presence: https://jobs.innovecs.com/vacancies/
#Article
June 16, 2022
Motivation and Headway in Testing. Innovate in QA Meet-up Summary
We live in a dynamic world that is changing rapidly and sometimes radically. That affects people, performance, and motivation. A coronavirus pandemic, transition to remote work, and war in Ukraine have negatively impacted many people and their careers. Some feel burned out and do not know how to evolve in their profession. Tetiana Rudenko, a QA Manual at Innovecs, faced demotivation for the first time in November 2021, and her teammates felt exactly the same. She started looking for a way to get her motivation back. As a result, she managed to inspire herself as well as her teammates. How? She shared her experience of motivating people, and her colleague, Arnika Hryszko, a Software Tester, shared tips on advancing the profession during Innovate in QA Online Meet-up. We have prepared a brief summary of the event covering the key points. There are two types of motivation: intrinsic and extrinsic. The first one is something that sits inside and encourages you to get some feelings (for example, enjoyment, passion, fun, autonomy, self-fulfillment, etc.) Extrinsic or external motivation is about something that comes from outside (pay raise, recognition, perks, bonuses, punishment, benefits, etc.). Intrinsic motivation stimulates people to do complex and creative tasks, according to experts. Tetiana managed to find approaches for intrinsic motivation and inspiration for the team and focused on gamification. It helps the manager find a leader and motivate the team, bringing to work more fun, says Tetiana Rudenko. According to a Talent LMS survey, 89% of employees state gamification makes them feel more productive and happier at work. But different techniques fit different teams. Therefore, Tetiana suggests analyzing your process and colleagues using a human-focused gamification design framework called Octalysis. It lays out the eight core drives for human motivation: Meaning (a need or an urge to be a part of something bigger than yourself. When you add it to a game element, people believe that their actions have a purpose). Accomplishment (people are driven by a sense of growth towards a goal and accomplishment). Creativity (when a team member is engaged in a creative process and repeatedly figures things out and tries different combinations. When you add something to your game element that evokes the will to choose own direction, that gives people more energy). Ownership (if you add something that people will own, like virtual currency or some points, they are more likely to participate or contribute). Social influence (it incorporates all the social elements driving people including mentorship, acceptance, social responses, and companionship. You must include interaction between people, as they should learn from one another, and teach each other). Scarcity (this human drive is often used in marketing to show limited goods or services. If you add it to your work, it can act the same: if something is limited, people want it more). Unpredictability & Curiosity (it is a harmless drive of wanting to know what will happen next. If you do not know what is going to happen, your brain is engaged, and you think about it often. That is why we are so eager to finish a book or a movie). Avoidance (it is about avoiding pain or some negative consequences. If you stress that nothing negative will happen, people will be more engaged due to feeling safe). You can evaluate each drive and include those which will suit your team the best. Afterward, you can assess the results and enhance your game elements. Also, Tetiana shared some gamification techniques to use while working with your QA remote team for making a process more enjoyable: Create your own software if possible (Amazon and Microsoft use it for their employees). Gamify daily meetings. For example, let each team member answer non-tech questions before committing. For example, you can ask: “What would you do when you get $1M?” Prize draw. You can do it on every retrospective, for example. Write team members’ names in one column and a list of prizes in another. The randomizer matches the person’s name with a reward. It can be a cup of coffee, lunch, a day off, etc. Organize a competition. It might be an amazing game element, especially for competitive team members. Create a challenge. For example, if you find out that one of the main demotivators of your remote team is the lack of physical activity, you can suggest teammates set up a minimum number of daily steps for each of them. To start a working day, each teammate will have to show an activity report during a daily meeting. It will help unite and motivate your team. After the issue of motivation is sorted out, you and your team are willing to work. What typical mistakes do you have to avoid on the path to being a good tester and a pro in your field? Arnika Hryszko, a Software Tester with 15 years of experience in QA, has prepared some information regarding the topic. And here is her list of don’ts as a tester: Following a script. Imagine a detective arriving at a crime scene with a script, strictly following it, and ignoring the circumstances. Is it possible to solve the mysterious crime? Hardly. Being a good tester is exploration. You cannot use only one guide or way because it will not give you loads of answers. There are different test data, configurations, systems, etc. Use them as well. Treating requirements as ultimate truth. To have a comprehensive picture and do your best as a tester, you should ask questions, and seek other solutions. Try to find out whether everything is okay, do so-called static testing, and review the requirements. Maybe you will find that something is missed or wrong. Use your experience, brain, and more sources, such as other people, proofs of concepts, and exciting applications. All these things should be your oracle, apart from the requirements. Lack of peer reviews. Let us imagine that you wrote a book, and no one reads, proofreads it, or edits it before printing. How many mistakes will there be? There will definitely be some typos, and some crucial elements might be absent. And the same thing is with your test scripts. Someone should review them in the first place instead of pointing at your mistakes later. It is about learning and seeing another person’s perspective. It goes without saying that you can write a brilliant test case with all the possibilities. However, maybe there is something more or someone else has a different perspective or has used a similar application and might help to review whether everything is fine with the thing you produce. Locking oneself in one’s “silo”. Imagine building a house. Brickwork, windows, and roof are done by different professionals with no or little care for each other’s work. Will the individual elements fit together? Very much unlikely. As a tester, you should work with developers, managers, and architects. You all have the same aim. Relying on assumptions instead of facts. If something is missing, unclear or you are unsure about something, you should discuss it. That is why you have daily meetings, and planning — to be on the same page about what we do. Ignoring the need of having business knowledge. You cannot work properly without knowing a domain. It is essential to dive into an area you work in, to know its jargon, insights, and goals. To sum up, there is no magic pill that will make you a pro and help to motivate you and your team. It is hard work and a combination of numerous factors. However, it is achievable, especially with tips from our experts and your passion for the work you do.
#Article #QA & Testing #Software Development
June 02, 2022
Vlad Kopanko: the path from Engagement Manager to VP Delivery Account Management
The desire to constantly move forward and overcome any challenges is what unites all Innovecsers. We talked to Vlad Kopanko, VP Delivery Account Management, about starting a career at Innovecs, responsibilities then and now, and learned what qualities helped him achieve his goal.   — You used to work as an Engagement Manager. What were your responsibilities then? — In essence, an Engagement Manager is an account manager for a client within a delivery organization. For the most part, this is true for service organizations. Key responsibilities include assisting the client in achieving maximum results in their projects, products, IT innovations, or strategies via the provision of internal services of the provider company. The Engagement Manager also provides support in solving current or anticipated strategic problems. This includes, in particular, the planning of future projects and their implementation. Simply put, my job was to eliminate all kinds of “pain” for the client, form commercial and technical proposals together with the internal team, manage various contracts and transfer them to the Delivery Manager for further implementation. For me, the main thing in the profession of Engagement Manager is to build good business relationships with clients. — Today, you are VP. How have your responsibilities changed with your new position? — You are given more responsibilities, and as a result, demands, expectations, and accountability also grow. If you are an Engagement or Delivery Manager who seeks to lead a business or manage a vertical — whether delivery or operations — the result of your activities is achieving measurable goals. They are not empirical — we are talking about cost optimization, margins, and constant planned and projected growth. Good performance in your current position means that you can handle your responsibilities at a high level in less time. Achieving certain results, having a portfolio of projects or accounts, and constant growth as a specialist are the reasons to take the next logical step: becoming a department leader. The vertical within the service organization is a business within a business with all the relevant features. If in the previous position you could influence the processes or adjust them at any time, in the current job it will not work due to the lack of time. That is, the workloads are incomparable. Controlling everything yourself will be impossible, in this case, one should consider other managerial features and skills, such as delegation, team selection; establishing processes with people who are not subordinate to you but affect the outcome of your work. — How do you establish seamless interaction between different departments? What do you need for this? — Everything is simple and complicated at the same time. It seems that you just need to be able to communicate. Yet, due to our human nature, we do not use this tool the way we should. As a manager, you must have a clear communication culture that changes through the generations. One of the main tasks of the manager is to correctly form a communication strategy both internally (with subordinates, teams, and cross-functional departments) and externally (with clients). Many times I have been convinced of the following: misunderstanding inevitably leads to sabotage or complete loss of interest. To prevent this, there must be proper transparent communication. We need to get people interested, show what we do and why we do it, as well as shed light on all the benefits. It is crucial to remember that the teammates you work with are as smart and erudite as you are. In some cases, they may be superior. There will be no possibility to hide something or throw your duties on them. Regardless of the role and title, honesty with everyone is a key aspect of a leadership position. I would also like to note the correct setting of expectations. No one will guess what you want. Guessing is always subjective. The inability to clearly communicate own views to a subordinate leads to the wrong results at the wrong time. Judging from my experience, the manager is to blame in 90% of cases. The same applies to distrust in communication. — What managerial techniques and/or methodologies do you use in your work? — We all use Agile, and a SMART management tool. Personally, I like the Eisenhower matrix, and I started using it a long time ago intuitively — assessing tasks based on their urgency and importance. — What is your overall impression of Innovecs’ corporate culture? — Corporate culture is an ongoing process. It grows and develops. I have been working at Innovecs for seven years and I have something to compare with. During this period, the company has made a significant leap in this direction. Over the years, the company’s management has come to the need for transparent communication, where all employees are on the same page. I believe that Innovecs’ corporate culture is at a fairly high level. It is good that you can always give honest feedback and then see the improvement of any process. This is probably the reflection of transparent communication within the company. Healthy interaction and open dialogue help to make a difference together and achieve the set goals. — What do you like most about a managerial position? In other words, what is the most attractive part about VP Delivery? — In my opinion, the main “product” of a manager or a leader is managerial decisions. It is good if they are effective and bear fruit. I like setting interesting ambitious goals and then seeing outcomes. Here is an example. If you look at Elon Musk as a leader, he is constantly achieving his goals. His tweets about buying Twitter and statements about Coca-Cola can be viewed as fun. However, I will not be surprised if he will do everything he says at the end of the day. There is no reason to doubt his words. Such leaders cannot fail to inspire. Apathy, difficulties, feelings of fatigue — no one is safe from these things. But when you have such personalities and their achievements in front of your eyes, you understand that your challenges are not that critical, but are in fact quite solvable. — What advice would you give to an engineer who wants to go up the career ladder? What hard and soft skills does one need to develop? — I have an example of how a person who worked in the field of logistics after a while became a Solution Architect at Microsoft. That is, someone who was not previously engaged in technology and engineering, was able to make a dramatic turn in her career and reach certain heights. Back in the day, you had to have a wide range of knowledge in many areas to be an expert. Today’s world is differentiated, and you just need to be a good specialist in a certain niche. In other words, you do not have to write code to be an architect. All the top-notch experts in the tech field have business-oriented soft skills to some extent. Again, I emphasize the importance of communication skills as a paramount characteristic. The technological component obviously plays a significant role. The availability of information, training, experts, and courses is so great that with certain investments, you can acquire this body of knowledge in a very short time. It all depends on you personally. — What courses and certifications should one take to grow as an engineering leader? — Certifications are vital, they systematize knowledge and work approaches. When setting a high bar, a certificate is simply necessary. This is indirect, and sometimes a direct confirmation of your knowledge and skills — other than your own words, the market validates them as well. Again, I know the cases where the availability of a large number of certificates bordered on fairly average results in practice. Today there are many cloud certifications that may be of interest to future professionals. I would like to highlight QA and cybersecurity certifications. As for managerial certifications, the list is pretty long ranging from PMI to Agile methodology and other frameworks. It all depends on the specific position and plans for the further development of one’s career.   Did you like Vlad’s story? Do you want to start or change your career path with Innovecs? Find out about the possibilities here.
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May 31, 2022
Unity As a Weapon Against Evil: How Volunteering Helps Resist Russia's Enemy Attack (Part 2)
We carry on telling stories about our Innovecsers — brave, passionate, empathetic and unbreakable. Anastasiia Chaikovska, Internal Communications Specialist at Innovecs, is now locally in Venice but also does a lot for Ukraine at a distance. She became a part of an initiative group in support of Ukraine that joined protests against Russia’s invasion. As a communications specialist, Anastasiia is particularly active in preparing and translating content for Italians about the war in Ukraine. She collaborates with local media and gives interviews and comments. “I do not feel much support for Ukraine in the region where I study, so I am making efforts to cover the situation as much as possible and inform the Italians. Some are protesting with vague slogans for peace and for whom it does not matter who will be the first to lay down their arms. It is a relief that the situation in Bologna is different — there are many Italians who care about Ukraine and their hearts are with us”, — says Nastya. To fill the Italian-language information space with objective facts about Ukraine, she prepared a translation of the captives’ press conference and distributed it via the YouTube channel, wrote letters to NGOs, drawing attention to the violence in Kherson, and did everything possible for Ukraine to be heard and discussed in the Italian press. Nastya joined the initiative of her friend, a native of Crimea, who negotiated with Italian stores to collect humanitarian aid for Ukrainians. She also formed a database of charitable foundations and organizations to which foreigners could transfer funds to support Ukraine. “My job is to coordinate and help people find the information they need. I have to be constantly in touch and prepared for communication. During the war, when people are confused and do not understand who can guide and moderate, the work of a communications specialist is very important, — says Nastya. — Awareness of this responsibility and one’s duty to others motivates us to be as focused as possible and not give up even in difficult situations. And this help is the least I can do now”.
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