The organizational structure is the foundation on which all company processes are built. When everyone is clear what they are responsible for and how their role fits into the organization, work is more efficient, information is shared quicker, and the probability of errors is greatly diminished.
After setting out to repay our organizational debt in early 2020 here at Aksiio, we have redesigned and implemented a brand new foundation that reflects our business strategy. Our new organizational structure, processes, and people are now all aligned to develop the best possible Industry 4.0, Computer Vision, and 3D engineering software solutions for our clients.
The new structure is organized into departments that each handle specific functions to enable our company to scale efficiently. By eliminating redundant communication loops and optimizing the flow of information, we have created the framework for future growth.
Everything that concerns recruitment, for example, is handled by one team. Therefore, the search for and hiring of new employees is one team’s responsibility. If we involved the business development department in the recruitment process, for example, some tasks could be duplicated or left incomplete.
We designed the organizational structure so that functions are not unnecessarily repeated across various roles and departments. This way, we know who is responsible for any task at any given time. When work is held in one place, and teams have a clear purpose, knowledge and best practices are accumulated in one place and passed on to new employees quicker.
Given that we are a software development firm, our departments at Aksiio are structured to hire, onboard, and manage great IT talent to help our clients solve complex problems through close and long-term cooperation.
The Software Engineering, Delivery Management, HR, Recruitment, and Business Development departments were explicitly built to facilitate IT-specific business processes, while Marketing, Business Administration, and Tech Administration groups maintain the best conditions for operations.
Software Engineering: this department is broken down into teams or individual engineers grouped into tech units that complement our clients’ teams within the outstaffing model. By separating engineers into separate tech units based on projects or tech stacks, we maximize knowledge transfer and minimize miscommunication between clients and team members.
R&D Tech: is responsible for cultivating new skills, testing technology, and checking knowledge of new hires. This is the place for developing internal products that promote the Aksiio brand. The latest example is the 3D parametric modeling solution that covers all stages of a parametric creation process, from generating a model from parameters to 3D printing.
Delivery Management: oversees day-to-day operations, project management, and controls the quality of services provided by the company. By communicating directly with Software Engineering, Business Development, and Recruiting departments, Delivery Management has access only to the necessary information to make the best managerial decisions.
HR & Recruitment: these two stand-alone departments were specially developed to find, hire, develop, and manage the best IT talent. With offices in Wroclaw and Kharkiv, cities famous for highly technical engineers, our teams not only source new employees but maintain a large candidate pool. This way, we can ensure that if our clients need a niche specialist, we can onboard them quickly and effectively.
Business Development: besides sourcing new clients, this department works closely with our R&D group to determine new opportunities and niche technologies our clients might be interested in. By taking an active role in offering to help our clients besides what’s expected of us, we increase the likelihood of retaining our valued partners.
One notable example of presenting new ideas to our clients was for a US-based company developing advanced AI-powered aerial data analytics software solutions designed to improve safety, efficiency, and productivity in the Mining and Civil Engineering industry.
When our R&D team developed a comprehensive 3D parametric modeling solution mentioned earlier, we proposed using Additive Manufacturing to print 3D models of mining sites. Using accurate physical models during the planning of complex mining operations would improve clarity and make communication more effective. The client positively received the idea, and the project could be implemented by us in the future to help the client attract the attention of larger players in the mining industry.
Prepared for the future
With each function clearly defined within departments, each team member knows where each operating process goes and whom to talk to should there be a question or an issue. The teams can become more autonomous as they know their responsibilities. As a result, they don’t require as much external input, problems are resolved faster, and the company operates more efficiently.
Our new organizational structure was built to accommodate significant future growth by creating roles and responsibilities that don’t need an individual employee today. As the company grows and the workload increases, we will hire new employees to fulfill these roles. By building our processes in such a way, we ensure that we can sustain even a tenfold increase in staff without sacrificing productivity.
More importantly, the new structure reiterates our company’s commitment to developing the extended team model for cooperation with our clients. With a dedicated department for R&D, we are expanding our expertise and, therefore, the quality of our solutions so that we can take on progressively more complex challenges in the future.