Overview
When Ruption, a low-code software development company, reached out to AryaHub in May 2024, they were at a crucial growing point. With around 30 employees and ambitious expansion plans, they knew they needed to establish an HR structure to support their team and growth. While they had some good practices in place, there was a need to fill the gaps that emerged with the company's growth. So, they had two options: hire a new Head of HR or find an external partner to build the necessary frameworks. They chose the latter, and that's where we came in. By working with AryaHub, Ruption gained a flexible 2-in-1 solution. First, a senior HR expert designed and tailored processes to their size and reality. Then, during the implementation phase, they had a mid-level professional on the ground every day, handling the roll-out. This approach gave Ruption the freedom to scale without the overhead of hiring a full-time Head of HR, keeping their budget in check while meeting their growing needs for the moment.
The Challenge
Ruption needed a structure that matched its size and culture, allowing not only the creation of new processes better suited to its current needs but also the transfer of existing procedures to the human resources department. One example was the internal Buddy system, which included monthly monitoring that was transferred to the human resources department. However, technical monitoring between consultants was maintained through the excellence department, allowing it to focus on the transfer of technical knowledge and the standardisation of the quality of work performed by all Ruption developers.
What they were looking for:
- Clear roles and career paths for their developers.
- Streamlined processes: from recruitment and onboarding to off-boarding.
- A performance review and evaluation system.
- Better communication and alignment across departments.
The Solution
We started by understanding their situation, identifying key gaps, and providing a detailed diagnostic report. With a deep understanding of their needs, we moved forward to craft the processes.Our plan was simple but effective:
- Recruitment & Onboarding: we created simple yet efficient processes, ensuring consistency in recruitment and that the new hires had access to the same information and initial training from day one. This included the set up of a brand new onboarding handbook;
- Career Paths: we created growth tracks for developers, allowing them to choose their path - whether becoming an expert developer, a tech lead, or an architect. They now know exactly what to do to achieve the next step. By giving them this freedom and transparency, Ruption will get higher retention and satisfaction;
- Performance Review and Evaluation System: we created a structured annual performance review process, ensuring fairness and transparency;
- Regular Follow-ups: HR now conducts regular check-ins with the development team, tracking progress and setting clear goals;
- Workflows & Meetings: new workflows and status meetings were introduced to keep everyone aligned and improve inter-department communication.
After two months of process design, we rolled out the plan. AryaHub took charge of the implementation, providing an HR-as-a-Service, with one of our HRBP’s helping Ruption through every step.
The Results
The impact was clear. We surveyed the team, and here’s what we found:
- Satisfaction with HR Support: the score increased from 6.8/10 to 9.6/10;
- Career Progression Clarity: the score jumped from 6/10 to 8.8/10, showing that employees now know more about how to grow in their roles;
- Performance Review Understanding: the score went from 5.9/10 to 8.7/10, indicating a much clearer understanding of expectations and the performance tracking process;
- Employee Satisfaction: 100% of employees reported increased satisfaction with the follow-up moments held between August and December 2024 (84 follow-up moments). Developers are getting the help they need and feeling heard.
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