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IT IS NOT ENOUGH TO HAVE TECHNICAL QUALIFICATIONS

IT IS NOT ENOUGH TO HAVE TECHNICAL QUALIFICATIONS

What they don't tell you about good professionals.

What they don't tell you about good professionals.

What they don't tell you about good professionals.

What they don't tell you about good professionals.

What they don't tell you about good professionals.

For years, you may have heard that mastering complex software or accumulating a lot of knowledge were the key characteristics of a competent professional. Of course this is important, but it is far from all that matters.

For years, you may have heard that mastering complex software or accumulating a lot of knowledge were the key characteristics of a competent professional. Of course this is important, but it is far from all that matters.

For years, you may have heard that mastering complex software or accumulating a lot of knowledge were the key characteristics of a competent professional. Of course this is important, but it is far from all that matters.

For years, you may have heard that mastering complex software or accumulating a lot of knowledge were the key characteristics of a competent professional. Of course this is important, but it is far from all that matters.

For years, you may have heard that mastering complex software or accumulating a lot of knowledge were the key characteristics of a competent professional. Of course this is important, but it is far from all that matters.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

Olivia Williams

Copywriter with 5 years of experience. Works well in companies with low hierarchical level, working better in horizontal organizations. Its dominant archetype is the "Owl": attentive and wise, but sometimes very cautious. She is an excellent professional when placed in roles that give her the ability to collaborate on new ideas. She will feel more motivated when she sees that she is being listened to by the team and her superiors.

PERSONALITY

Owl

PERSONALITY

Owl

PERSONALITY

Owl

PERSONALITY

Owl

PERSONALITY

Owl

PERSONALITY

Owl

TECHNIQUES

TECHNIQUES

TECHNIQUES

TECHNIQUES

TECHNIQUES

TECHNIQUES

CULTURE

Collaborative

CULTURE

Collaborative

CULTURE

Collaborative

CULTURE

Collaborative

CULTURE

Collaborative

CULTURE

Collaborative

PROFICIENCY LEVEL

Leader

PROFICIENCY LEVEL

Leader

PROFICIENCY LEVEL

Leader

PROFICIENCY LEVEL

Leader

PROFICIENCY LEVEL

Leader

PROFICIENCY LEVEL

Leader

What is corporate culture and why do you need to find out what yours is?

Every company has different ways of operating and this influences all areas of it. Some organizations will be more serious and traditional, while others may be more relaxed and alternative. This culture directly influences:

In the way professionals behave inside and outside their established activities

At the level of relations created between workers and their superiors

In the expectations and demands of managers towards their employees;

In the rules, internal regulations and conventions of the company

Na forma com que os profissionais se comportam dentro e fora das suas atividades estabelecidas

In the way professionals behave inside and outside their established activities

In the way professionals behave inside and outside their established activities

In the way professionals behave inside and outside their established activities

No nível das relações criadas entre os trabalhadores e seus superiores;

At the level of relations created between workers and their superiors

At the level of relations created between workers and their superiors

At the level of relations created between workers and their superiors

Nas expectativas e nas cobranças dos gestores para com os seus empregados;

In the expectations and demands of managers towards their employees

In the expectations and demands of managers towards their employees

In the expectations and demands of managers towards their employees

Nas regras, nos regimentos internos e nas convenções da empresa.

In the rules, internal regulations and conventions of the company

In the rules, internal regulations and conventions of the company

In the rules, internal regulations and conventions of the company

Bad or ill-fit professionals?

First of all, it is necessary to establish that there is not necessarily a right or wrong form of organizational culture. Each company has its own vision and direction, and Growyx understands that it is necessary to respect the way the company usually operates.

However, just like companies, professionals will also have their own way of thinking, communicating and acting. And if this individual culture is very divergent from the culture of the company where he works, it is not uncommon for these symptoms to begin to appear:

The professional's productivity begins to decline shortly after being hired;

The professional's productivity begins to decline shortly after being hired;

Difficulties and intercurrences begin to appear in the communication between the directors and the professional;

Difficulties and intercurrences begin to appear in the communication between the directors and the professional;

The professional, whether freelance or full-time, starts to feel sad or unmotivated and he moves away from the rest of the team;

In a short time, it is possible that the professional asks to leave the company or needs to be replaced by someone else.

O profissional, seja ele freelancer ou full-time, passa a se sentir triste ou desmotivado e ele se afasta do restante do time;

The professional, whether freelance or full-time, starts to feel sad or unmotivated and he moves away from the rest of the team;

The professional, whether freelance or full-time, starts to feel sad or unmotivated and he moves away from the rest of the team;

The professional, whether freelance or full-time, starts to feel sad or unmotivated and he moves away from the rest of the team;

The professional, whether freelance or full-time, starts to feel sad or unmotivated and he moves away from the rest of the team;

Em pouco tempo, é possível que o profissional peça o desligamento da empresa ou precise ser substituído por outra pessoa.

In a short time, it is possible that the professional asks to leave the company or needs to be replaced by someone else.

In a short time, it is possible that the professional asks to leave the company or needs to be replaced by someone else.

In a short time, it is possible that the professional asks to leave the company or needs to be replaced by someone else.

In a short time, it is possible that the professional asks to leave the company or needs to be replaced by someone else.

PSBC

The way Growyx achieves a 95% perfect cultural fit.

The way Growyx achieves a 95% perfect cultural fit.

The way Growyx achieves a 95% perfect cultural fit.

The way Growyx achieves a 95% perfect cultural fit.

It was thinking about finding a way around this constant dissatisfaction that we developed an exclusive methodology: the PSBC. Through this method, Growyx traces the profile of the professional in a much deeper way, so that it is possible to know precisely which professionals will fit (or not) in the culture of your company and the needs of your vacancy.

It was thinking about finding a way around this constant dissatisfaction that we developed an exclusive methodology: the PSBC. Through this method, Growyx traces the profile of the professional in a much deeper way, so that it is possible to know precisely which professionals will fit (or not) in the culture of your company and the needs of your vacancy.

It was thinking about finding a way around this constant dissatisfaction that we developed an exclusive methodology: the PSBC. Through this method, Growyx traces the profile of the professional in a much deeper way, so that it is possible to know precisely which professionals will fit (or not) in the culture of your company and the needs of your vacancy.

It was thinking about finding a way around this constant dissatisfaction that we developed an exclusive methodology: the PSBC. Through this method, Growyx traces the profile of the professional in a much deeper way, so that it is possible to know precisely which professionals will fit (or not) in the culture of your company and the needs of your vacancy.

Each professional who registers on our platform undergoes a battery of tests, which aim to identify which characteristics are most present in the professional, analyzing 4 different areas:

Each professional who registers on our platform undergoes a battery of tests, which aim to identify which characteristics are most present in the professional, analyzing 4 different areas:

Each professional who registers on our platform undergoes a battery of tests, which aim to identify which characteristics are most present in the professional, analyzing 4 different areas:

Each professional who registers on our platform undergoes a battery of tests, which aim to identify which characteristics are most present in the professional, analyzing 4 different areas:

Profile

The first attribute analyzed concerns the level of the professional's “Soft Skills”. We separate each worker into 4 different levels: Beginner, Apprentice, Leader and Mentor. The higher the level of the professional, the greater the experience and maturity of the professional.

Profile

The first attribute analyzed concerns the level of the professional's “Soft Skills”. We separate each worker into 4 different levels: Beginner, Apprentice, Leader and Mentor. The higher the level of the professional, the greater the experience and maturity of the professional.

Profile

The first attribute analyzed concerns the level of the professional's “Soft Skills”. We separate each worker into 4 different levels: Beginner, Apprentice, Leader and Mentor. The higher the level of the professional, the greater the experience and maturity of the professional.

Profile

The first attribute analyzed concerns the level of the professional's “Soft Skills”. We separate each worker into 4 different levels: Beginner, Apprentice, Leader and Mentor. The higher the level of the professional, the greater the experience and maturity of the professional.

Skills

The second attribute, called Skills, creates a relationship between different technical requirements (such as the position, the seniority of the professional, the skills and tools he masters) to identify the level of “Hard skills” he has.

Skills

The second attribute, called Skills, creates a relationship between different technical requirements (such as the position, the seniority of the professional, the skills and tools he masters) to identify the level of “Hard skills” he has.

Skills

The second attribute, called Skills, creates a relationship between different technical requirements (such as the position, the seniority of the professional, the skills and tools he masters) to identify the level of “Hard skills” he has.

Skills

The second attribute, called Skills, creates a relationship between different technical requirements (such as the position, the seniority of the professional, the skills and tools he masters) to identify the level of “Hard skills” he has.

Behavior

Using the DiSC methodology as a basis, we identified the behavioral archetype of the professional, among 4 major archetypes: Dominance, Influence, Caution and Stability. Each archetype defines the most common work habits of the professional, being able to identify what their strengths and weaknesses are.

Behavior

Using the DiSC methodology as a basis, we identified the behavioral archetype of the professional, among 4 major archetypes: Dominance, Influence, Caution and Stability. Each archetype defines the most common work habits of the professional, being able to identify what their strengths and weaknesses are.

Behavior

Using the DiSC methodology as a basis, we identified the behavioral archetype of the professional, among 4 major archetypes: Dominance, Influence, Caution and Stability. Each archetype defines the most common work habits of the professional, being able to identify what their strengths and weaknesses are.

Behavior

Using the DiSC methodology as a basis, we identified the behavioral archetype of the professional, among 4 major archetypes: Dominance, Influence, Caution and Stability. Each archetype defines the most common work habits of the professional, being able to identify what their strengths and weaknesses are.

Culture

This area concerns the organizational culture that best matches the user's profile. Professionals who are directed to companies with a culture that differs from theirs tend to fall into the problems mentioned in the previous topic.

Culture

This area concerns the organizational culture that best matches the user's profile. Professionals who are directed to companies with a culture that differs from theirs tend to fall into the problems mentioned in the previous topic.

Culture

This area concerns the organizational culture that best matches the user's profile. Professionals who are directed to companies with a culture that differs from theirs tend to fall into the problems mentioned in the previous topic.

Culture

This area concerns the organizational culture that best matches the user's profile. Professionals who are directed to companies with a culture that differs from theirs tend to fall into the problems mentioned in the previous topic.

We are technology,

but we value human power.

In an increasingly digital and automated world, we choose to embrace the power that only human relationships possess. Instead of using our algorithm as a solution, we use it as a tool.

Without our recruiters, the Fit Cultural Growyx magic wouldn't be the same and wouldn't shine. Our team works day and night, contacting our professionals and our clients to ensure the quality of the match for each of the vacancies posted 💜

Don't choose the doubtful. Go with Growyx.

Don't choose the doubtful. Go with Growyx.

Don't choose the doubtful. Go with Growyx.

Don't choose the doubtful. Go with Growyx.

If you keep having the feeling of taking a “shot in the dark” when hiring a professional, we are here to reduce your insecurities. With Growyx, you will always have access to the full profile of all workers before you even hire them.


Thus, you can be sure that the professional will fit in the best possible way in your team. It is more security for you and more comfort for the professional.

If you keep having the feeling of taking a “shot in the dark” when hiring a professional, we are here to reduce your insecurities. With Growyx, you will always have access to the full profile of all workers before you even hire them.


Thus, you can be sure that the professional will fit in the best possible way in your team. It is more security for you and more comfort for the professional.

If you keep having the feeling of taking a “shot in the dark” when hiring a professional, we are here to reduce your insecurities. With Growyx, you will always have access to the full profile of all workers before you even hire them.


Thus, you can be sure that the professional will fit in the best possible way in your team. It is more security for you and more comfort for the professional.

If you keep having the feeling of taking a “shot in the dark” when hiring a professional, we are here to reduce your insecurities. With Growyx, you will always have access to the full profile of all workers before you even hire them.


Thus, you can be sure that the professional will fit in the best possible way in your team. It is more security for you and more comfort for the professional.

Our solutions that use PSBC

Freelancers on demand

Hire freelancers to meet your company's last-minute demands and pay by validated hour.

Recruitment and Selection

Stop wasting your top professionals' time interviewing and hiring new talent.

Professionals Outsourcing

Your company's demand has grown and you need to resize your team, but you can't increase the organization's "headcount" anymore?

Made

with ❤️ by

Growyx

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