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Case: AcademCity
How to manage rationally when your company grows fast
Case: AcademCity
How to manage rationally when your company grows fast
About the Client
AcademCity has been working in continuing education for 6 years, with 7 offices throughout Russia and almost 500 training programs. When the pandemic began, the company had about 200 full-time employees, including teachers, methodologists, IT experts, operational personnel and sales department. Over the past year their headcount reached 700, which exceeded the corporate estimates sixfold.
Our mission
Create a single attractive HR brand on the EdTech market.
About the Client

AcademCity has been working in continuing education for 6 years, with 7 offices throughout Russia and almost 500 training programs. When the pandemic began, the company had about 200 full-time employees, including teachers, methodologists, IT experts, operational personnel and sales department. Over the past year their headcount reached 700, which exceeded the corporate estimates sixfold.

Our mission

Create a single attractive HR brand on the EdTech market.
It is cool when your company grows fast, but often it can make it difficult to manage.
It is cool when your company grows fast, but often it can make it difficult to manage.
Micromanagement
Owners and C-level managers see themselves forced to micromanage instead of focusing on strategic corporate goals.
Honing Horizontal
Processes
The interdepartmental communication has no established processes in place.
Creating and Distributing the Culture Throughout the Company
There is no unified HR brands which is why each department acts at their own discretion in any organizational processes they are involved in.
Onboarding & Training for New Employees
Lack of consistency in onboarding procedures in different departments and having to jump into the business from day one affect the employees’ loyalty.
No Talent Retention Strategy
Promotions and professional development opportunities are the best tool for talent encouragement and retention.
Micromanagement
Owners and C-level managers see themselves forced to micromanage instead of focusing on strategic corporate goals.
Honing Horizontal Processes
The interdepartmental communication has no established processes in place.
Creating and Distributing the Culture Throughout the Company
There is no unified HR brands which is why each department acts at their own discretion in any organizational processes they are involved in.
Onboarding & Training for New Employees
Lack of consistency in onboarding procedures in different departments and having to jump into the business from day one affect the employees’ loyalty.
No Talent Retention Strategy
Promotions and professional development opportunities are the best tool for talent encouragement and retention.
Why Consulting?
IT IS BASED ON ITERATIVE PROBLEM-SOLVING. There are goals and objectives for each stage that can help you choose the most efficient strategies to achieve the project goal.

WE DIVE DEEP INTO THE PROBLEM. Detailed data helps us elaborate an evidence-based approach based on specific insights and figures.

WE ARE ON YOUR TEAM. We don’t limit ourselves to reading the company overview. To design an action plan for our customer, we interacted with them a lot to delve into the specifics of their business.
Why Consulting?

IT IS BASED ON ITERATIVE PROBLEM-SOLVING. There are goals and objectives for each stage that can help you choose the most efficient strategies to achieve the project goal.


WE DIVE DEEP INTO THE PROBLEM. Detailed data helps us elaborate an evidence-based approach based on specific insights and figures.


WE ARE ON YOUR TEAM. We don’t limit ourselves to reading the company overview. To design an action plan for our customer, we interacted with them a lot to delve into the specifics of their business.

We have built a roadmap of our cooperation
We have built a roadmap of our cooperation.

Research and more research
Research and more research
Quantitative: eNPS measure
"How likely is it that you would recommend this company as an employer on a scale from zero to ten?"
What have we learned? 
  • The level of loyalty is higher for those who have been working for a year or longer. Others just leave before they hit their first anniversary. 
  • The main audience of the HR brand: specialists aged 25-30 years with less than six months or 1-3 years of experience.
  • The highest level of loyalty was detected in the marketing and accounting departments; loyalty is at its lowest in the IT and sales departments.
Qualitative: 27 in-depth interviews
We have identified the company's strongest points to form the foundation of the value proposition:
  • friendly team
  • loyal management
  • stable salary
  • high-quality feedback from department managers
We have identified growth points to be worked on:
  • Key HR processes (such as on-boarding) have not been established, so they are different for each department.
  • There are opportunities for development, promotions and salary increases, but not all employees are aware of them.
  • Here is little interdepartmental communication: changes in one department went unnoticed in others.
  • There is no understanding of the overall goal of the company and how the contribution of each employee affects the overall state of affairs.
The mission combines important factors that motivate current employees
The mission combines important factors that motivate current employees
Values are reflected in the statements from in-depth interviews and in the market analysis
Values are reflected in the statements from in-depth interviews and in the market analysis
EVP is part of a long-term strategy, so it should meet the corporate goals and objectives.
EVP is part of a long-term strategy, so it should meet the corporate goals and objectives.
The Customer received a full-fledged value proposition, which was based on the advantages of the company and was in line with its internal principles. They integrated our offer into the corporate strategy and adapted it in accordance with their new business goals.
We are still working together! Now we are developing a strategy for a new EVP to be introduced, and coming up with creative communication solutions that would allow to introduce all employees to the new mission and values in a rapid and efficient way.

We will share the results of the next stage when the project is completed.
The Customer received a full-fledged value proposition, which was based on the advantages of the company and was in line with its internal principles. They integrated our offer into the corporate strategy and adapted it in accordance with their new business goals.
We are still working together! Now we are developing a strategy for a new EVP to be introduced, and coming up with creative communication solutions that would allow to introduce all employees to the new mission and values in a rapid and efficient way.

We will share the results of the next stage when the project is completed.

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