Training and professional experience are the benchmarks used to determine the function in which employees start at andrion.

Fixed salary component

Already during the application process, information (e.g. degrees, diplomas, certificates) and impressions (soft skills) are collected which are used to determine the function and thus the level of the fixed salary component.

• Function
• Qualification

Variable wage component

Thanks to the linking of the respective profile (alias role) and the capacity utilisation in client mandates, fair and performance-related remuneration is guaranteed.

• Function
• Profile
• Utilization (number of chargeable days)

Extraordinary performance should be rewarded.

Bonus for achieving general basic objectives

As a modern company, we want to continuously improve and optimize our work processes. With this in mind, we expect our employees to carry out their performance recording comprehensively and accurately. Those who have their working hours, overtime and holiday planning under control live a more balanced life, are more rested and are less prone to illness.

All this saves time-consuming administration in the form of checks and adjustments in the back office and thus time and money; all employees benefit from this with a monthly bonus.

Personal performance targets

Sometimes our talents want to contribute to the company's goals in addition to customer orders. In this case, personal performance targets are agreed upon and a corresponding return service is provided if they are achieved, either in monetary terms, in the form of time or as an employer's contribution to further training or development costs. 

Placements

The best talents, new customers and orders can often be found in your own network. For this reason, we motivate our employees to actively involve them in our internal processes. This can really pay off, because there are nice rewards for the following placements:

• Lead generation
• Mandate
• Contender
• Staff