Hi, future colleague!

At Compile, we talk a lot about how the wellbeing of consultants is at the heart of sustainable software development. But is it true, or is it just a load of nonsense?

Get to know us and you will find out! When you read about what it’s like to work at Compilate, you can draw your own conclusions.

Hope to see you soon!

I'm thrilled to have been able to take such a long paternity leave, even though I was fairly new at Compile. I feel that it is easy for us to arrange holidays, as long as the customer and the their needs are taken care of.

A journey with Compile is a marathon, not a sprint. We do not want to get roped into participating in rushed euro projects – we want to ensure the wellbeing of our consultants as well as the needs of our customers before the project starts. We stand out in the market with our honesty and openness.

How we work in a sustainable way

Skilled employees 100+

That’s how many of us there are at Compile. A fair salary, flexible working hours to suit life situations and an exceptional customer care model bring peace of mind to the consultant and help to remove obstacles to work.

Work-life balance

Most of us are living our peak years, so the work-life balance here is sacred. Here, you can take a year off in the middle of a hectic life stage or work a shortened week when your child starts school.

Project ♥ Consultant

We pay particular attention to the compatibility of projects and consultants. If any of the jobs on offer don’t make sense, we’d rather give you a break than put you to work with something that doesn’t motivate you.

Bonuses 4 X per year

How do you feel about a substantial bonus every three months? With us, it’s possible. We reward our consultants four times a year on the basis of customer surveys.

Happiness 60

The world is full of surveys. But some results tell more than others. Such as employee satisfaction
measuring eNPS score. Other companies in the business celebrate when the reading exceeds 30. For us, it’s 60. Would you like to see what that feels like?

One hip operation, please!

In addition to sports and culture benefits, we have taken out an extra health insurance for our employees with specialist medical options. So, if you have to be rushed for a hip replacement in the middle of the day, it can be done. (This has been tested.)

We have no ball pond, sorry!

Even though we have many nice benefits, you will not find a ball pond or a ping-pong table in the office. We decided that we’d rather put that money into the employees’ pockets. (That’s why our pay is much higher than the industry average.)

The best version of you

In many companies, competence development is the employee’s own responsibility, which is stupid. It’s different here. When you come to the house, we will map your knowledge and skills and tailor a development plan that will be updated regularly.

More than the law requires

We do not stare at small print, but prefer to be more flexible than required by law or collective agreement. The aim is to make your everyday life as smooth as possible.

2/3 fewer sick days

Programming work can be exhausting. If the consultant is put on the wrong project, the end result may be severe stress and ailing body. Here, concerns are immediately addressed. That is why we suffer from sick days (1.3%) for only one third of the industry average (4.9%).

Staff turnover less than 10%

Staff turnover is traditionally a problem in this area. It is reflected directly in customer projects as staffing problems and scheduling failures. Things are different here. While staff turnover in the sector can, temporarily, be as high as 30-40%, in our company it is less than 10% in the long term.

Burned-out employees 0

Throughout the history of our firm, there have been zero consultants with a burn-out (An employee of an employment pension company could not believe it, said we were cheating.) But it makes perfect sense. You play with the health of your employees, you shoot yourself in the foot.

the eNPS calculation is based on the Employee Net Promoter Score formula developed by Fred Reichheld, which was originally used to study the customer experience and customer satisfaction of companies. Lately, it has also been used to research employee satisfaction (e as in employee + NPS).

This is how the calculation is performed.

We ask our employees once a year, “How likely are you to recommend your workplace to friends or acquaintances on a scale of 0 to 10?” Then we ask for clarification with an open question: “Why did you submit this score?”.

Those who submit a score of 9 or 10 are called promoters. Those who submit a score from 0 to 6 are called detractors.

The eNPS result is calculated by subtracting the relative percentage of detractors from the relative percentage of promoters. Other answers are allocated a score of 0.

The calculation results can be anything from -100 to +100. Results between +10 and +30 are considered to be good, and results above +50 are considered to be excellent.