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During the job search process, it’s common to have questions about applications, processes, and more. In this article, you’ll find some tips to help you in various situations. First Step: The Search! When searching for jobs that make sense for you, it’s common to consider factors like the company’s name, the job level, benefits, and whether you meet the technical and behavioral requirements. However, it’s extremely important to assess how well the company and the opportunity align with you as a candidate. In addition to weighing the demands and opportunities, and factors like distance, hours, and work model, remember to pay attention to the company’s structure, culture, and business. A good way to do this is by checking feedback from people who work or have worked at the company, both on social media and on sites like Glassdoor, so you can understand in detail what the company’s culture is like according to its values. This increases your accuracy when evaluating a job offer and provides a more realistic forecast of how well you will adapt to the new challenge. Second Step: Participating in the Process The process has started, now what? At this stage, it’s extremely important to clarify any doubts and ask questions. Stay calm! Nervousness is normal, but remember that it’s crucial to organize your thoughts and ask questions. For example, here at e-Core, we have several stages where you can address specific questions: HR Stage: At this stage, you can ask about benefits, company structure, health and wellness initiatives, and other points, especially related to overall culture. Technical Stage: Here you interact with people from your field, so the questions can be more in-depth – what is the day-to-day work like with your future team? How is client interaction? What technologies are used? Do you enjoy working at the company – and why? Leadership Stage: You can not only ask about the team but also about future challenges, role expectations, and professional development. During the selection process, it’s ideal to make the most of it and keep in mind that we are mutually evaluating each other. Therefore, both the company and you should ask and clarify any doubts about what is necessary. After all, it’s like the start of a relationship. A positive experience during a selection process is always linked to transparency and feedback, regardless of the outcome. Take care when sharing your experiences; remember that interview time, although it seems long, is very short, but it’s all we have to get to know you and have an overall view of your experiences. This is where we in HR can understand if it makes sense to move forward with you to the next stages. So, try to organize your thoughts to present your experiences, avoid being verbose (we will always ask for more information if needed, so don’t worry about saying everything at once, as we will focus on the points that are important for the opportunity at hand). The important thing is to focus on your experiences, goals, objectives, and vulnerabilities (after all, we all have them!). Third Step: Receiving Feedback from the Process Feedback isn’t always easy and can bring a sense of apprehension even before knowing what it’s about. But take a deep breath and remember that all feedback contributes to growth. This is a very important stage, as being open to feedback will help in your personal and professional development, making you better prepared.  All feedback opens up space to ask for tips on how to prepare, learn more, and grow! Asking for feedback is not a problem; your development is exclusively yours. This behavior is highly valued and will help you build networking connections and boost your development. Good Luck on Your Journey! Now that we’ve shared some quick tips, remember that you are the protagonist of your career. Therefore, it’s important to carefully and attentively analyze the steps you choose to take on this path. Seek knowledge and don’t be afraid to ask for feedback. This way, you’ll be closer to achieving the ideal opportunity and growing professionally. Good luck on your journey!

Founded in 1999, this year we celebrate 24 years of history! We are professionals specialized in supporting our clients in the creation of new digital products and services, agile transformation, and cloud modernization. Our purpose is to connect the power of technology with a human perspective to transform and accelerate the digital evolution of companies, increasing their impact on society and people’s lives. We are very proud of what we have achieved over these 24 years. In this article, you’ll learn a bit about e-Core’s history, the five main pillars that guide our culture, and our business lines. It All Started with Java Three Hewlett-Packard employees shared a vision of creating a technology company founded on core values, managed by excellent organizational principles, and, above all, offering an inspiring work environment. Leandro Pompermaier, Márcio Silveira, and Vinícius Pinheiro founded e-Core, initially as a Java training center. Soon, e-Core’s approach attracted major clients, such as the multinational agribusiness and food production company Bunge. Java training quickly expanded into software development. Want to learn more about our history? Check out the full documentary that tells the story of e-Core’s early years through this link . A place to grow and make an impact  Today, we have a global DNA with e-Coreans in Brazil, the United States, and Mexico, along with numbers we are proud to share. Over 750 skilled e-Core professionals serve more than 270 clients in countries such as Brazil, the United States, Canada, Iceland, Japan, Australia, Germany, Portugal, Russia, and others.

About e-Core Our team continues to grow! This week, we announced the opening of about 100 new job opportunities and introduced the “e-Core Experience”, our positioning as an employer brand. According to our Human Resources Director, Edson Honma:  “We offer a set of incentives and experiences that go beyond salary, with rewards that provide employees the possibility of putting together a benefits package according to their profile and specific needs”. The uniqueness of the e-Core Experience This set of benefits differentiates e-Core and makes the company stand out against the increase of demand for professionals in the IT area, showcasing an accelerated growth with its alignment to the Employee Value Proposition (EVP). “We determined five EVP attributes that start with work life balance and move on to recognition and appreciation, competitive salaries, consistent values, challenges and opportunities to evolve”, says Honma. In addition, we have implemented flexible working models, which make it possible to adapt the work routine, as well as attract and retain talents who, according to respondents to the Global Talent Trends Study (GTT) 2022 by global consultancy Mercer, “want to work with a company and not for a company”. This increase in demand comes from the expansion of projects and new clients, which represents about 80% of new vacancies made available this year. Currently, these opportunities reach the number of about 100 new positions within software development, technical support, infrastructure, security and compliance, in addition to administrative and commercial functions, distributed through our headquarters in Porto Alegre (RS) and branches in São Paulo, United States and Mexico. “This comes from the demand of companies to accelerate their transformation journey, needing to make their operations, products and services digital in the short term”, states the Human Resources Director. How about joining us? Can you imagine boosting your career and being part of a global company awarded as a Great Place To Work since 2008? With close to 100 new remote and hybrid jobs, we are looking for people across Brazil, United States and México to build a better future by our side. Think this could be you? Join us! All descriptions and details about each vacancy can be read directly on our careers page.

Founded in 1999, May is e-Core’s anniversary month. Our solutions combine global experience in different industry segments with extensive expertise in technologies and methodologies to help our clients digitally transform and accelerate their businesses. We are very proud of what we have achieved over these 22 years. In this article, you will learn a little about the history of e-Core and the five main pillars that guide the culture, and how the company works daily. It all started with Java Three Hewlett-Packard employees shared a unique vision of creating a technology company based on core values, managed by excellent organizational principles, and, most importantly, providing an inspiring work environment. Leandro Pompermaier, Marcio Silveira and Vinicius Pinheiro founded e-Core, initially as a training center in Java. Soon, e-Core’s way of working attracted large clients, such as the multinational agribusiness and food production company Bunge. Java training expanded for software development. From Brazil to the world Taking on a leading role in a Bunge integration project in 2004, e-Core also began coordinating operations in the United States. Achieving success marked the company’s first international experience. In the same year, given the need to scale operations and optimize the management of projects and development teams, e-Core began using Jira, Atlassian’s planning, tracking, and collaboration tool. As e-Core quickly and successfully expanded its presence in software development by improving its internal processes, its experience using Jira sparked interest among customers and partners. Seeing an opportunity, e-Core began selling tool licenses, becoming an Atlassian partner in 2006. Since then, e-Core has helped companies transform and accelerate their businesses digitally. e-Core transforms the businesses’ environment to a more agile, collaborative, responsive, and digital future-ready model and accelerates innovation, builds digital products, scales technology capabilities, and sustains operations. All with a focus on helping customers evolve and go beyond. Over 450 qualified e-Core professionals serve 270 clients in countries like Brazil, the United States, Canada, Iceland, Japan, Australia, Germany, Portugal, Russia, and others. The company has worked in over 25 market segments. Our core values Technologies come and go; What makes e-Core different all these years is staying true to its essence, its DNA, created by our founders 22 years ago. Five core values e-Core takes very seriously. They permeate the organization, guiding our attitudes and decisions every day. Combining these values ​​with the power of people, the inevitable result is an inspiring culture that drives 22 years of growth and an even brighter future. Our five values ​​are: Better Together We believe in collaboration and diversity of perspectives and skills to achieve our results. We share goals, help each other and take care of teammates. Build Trust We value transparency in the work environment and provide a safe place for people to feel confident. Deliver & Delight We believe in the idea of ​​”doing the right thing” for the client, creating long-lasting and relevant relationships. Lifelong Learning We are adaptable and see change as an opportunity, so we always value continuous and self-motivated development. Self-start We want to go beyond the status quo, so we put ourselves in the lead and constantly raise the bar for ourselves and our teams. We are just getting started For us, business growth and success have always been directly related to two factors: having a clear purpose and driving decisions and attitudes based on our values. In the coming years, we will continue to be guided by these aspects, seeking to positively impact our clients’ technology delivery and offer incredible development opportunities for the people who make up our team. Technologies come and go; What sets e-Core apart, now and in the future, is staying true to its essence. Learn more about our work. Click here . Join our team. Visit our careers page .

Tags: Corporate

It’s true that the world changed with the pandemic. We had to reinvent ourselves, especially in terms of the work model. In a few months, drastic changes made us reflect on the prospects of distributed teams, as well as remote and asynchronous work. Keep reading the blog to learn more about the work model we adopted and the 5 principles that make up our Future of Work Manifesto. So, remote or in-person work?  The answer for us is hybrid work. For us, choosing a hybrid model means we have the flexibility to adapt to the needs of our customers and the characteristics of different teams. Our CEO, Marcio Silveira, commented on the made decision: “As the environment around us changes more and more, our ability to adapt will be put to the test. We need to embrace innovation and continue our journey as lifelong learners. […] In a heterogeneous company like ours, we will pursue a combination of remote and in-person work models.” What are the office+ and Remote+ models? Office+ and Remote+ are the two possible work models to which employees will be assigned. The Office+ model consists of the categories Fully Collocated and Alternating On-Site . The Remote+ model consists of the categories On-Site On-Demand , Connected Remote , and Work from Anywhere . Check out the images below to learn all the details of each model: