Meet Adi Bouganim from Galil – VP HR
My name is Adi Bouganim and for the past five years I have been VP of HR in Galil Software.
As we work a little differently to other providers in the hi-tech industry, I wanted to give you a quick overview of how we work at Galil Software.
The engineers in Galil are organized in teams that work in conjunction with our customers. Each engineer is allocated to one customer only, except for the development and web projects groups. Each project is headed by a team leader who is in charge of the team members; they provide development services to the customer as a unit.
The teams provide the customer with a variety of technological services in the field of development and quality assurance, and each team member specializes in a different field in the world of software. Our customers include leading software companies in Israel and we are very proud of our customers/partners.
Unlike a regular outsourcing company, Galil operates as a development center. The teams are built in full partnership with the customer: the team spends the training month of work at the customer’s offices, and later, the team visits the customer for once a week, one work day each week. On the other days of the week the team works in the company’s offices in Nazareth and is supported by a wide circle of experts from different fields that are relevant to its field of work; however, the employees still have daily professional interactions with the customer.
The teams are built in full partnership with the customer: the team spends the training month of work at the customer’s offices, and later, the team visits the customer for once a week, one work day each week. On the other days of the week the team works in the company’s offices in Nazareth and is supported by a wide circle of experts from different fields that are relevant to its field of work; however, the employees still have daily professional interactions with the customer.
Galil encourages its employees to develop an identity with the customer, while at the same time aspiring to create a company with a unique organizational culture, due to its location in the north of Israel and its human fabric capital. The company operates as a business in all senses; however, at the same time it emphasizes its mission as a social organization with the goal of providing an employment solution for residents of the geographical periphery in general and members of the Arab sector in particular. The ultimate goal is to integrate these employees into the market and thereby ensure their excellent talents have a role to play in Israeli high tech.
What does the HR department do on an ongoing basis?
Manages a live database of candidates – getting to know candidates, meetings with Human Resources within the company, inviting candidates to workshops on writing resumes, interviews, and vocational/technical training before they meet the customer.
Fast recruitment process – a maximum of 30 days for junior positions and about 45 days for positions requiring more experience and skills.
An intensive and focused induction recruitment process – including Human Resources meetings, an orientation day in the company and technological days orientation, a vast explanation of the employment prospects processes in Galil and about the many possibilities available to our employees, in regard to acquiring both technical and managerial knowledge and experience.
Many years’ experience of varied recruitment to the industry and building teams for our customers – ability to recruit both experienced and junior candidates in a variety of technologies in the market and to incorporate them into a strong, organic team that works and functions together, within a short time.
Internal mobility within the company – in full collaboration with the customer (the customer has the right of veto), and after at least two years’ work, the employee can transfer to a new project.
The advantages for the employee are exposure to a new customer, new technologies, and professional and managerial advancement.
The customer also benefits – refreshing the existing team with new, highly-motivated employees.
The advantage for the new customer: an employee who we know can perform.
The advantage for the previous customer: keeping to the budget framework.
Training – managerial training including workshops for current managers and for managerial trainees. Technical/vocational training – frontal and online. English courses, vocational/technical lectures given by Galil employees to Galil employees, and enrichment lectures in a variety of fields.
I will be very glad to answer any questions you might have, whether they are related to Galil’s services or consultation on any other professional matter.
You can contact Adi via Email: email@example.com