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Altice
Moon
Sofico
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Audi
Skoda
Bentley
Lamborghini
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Moon
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Transporeon
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Insights from BySix's CEO: steering the company towards the future
Insights from BySix's CEO: steering the company towards the future

Interview with Miguel Veloso, BySix's CEO 1. What are the main objectives BySix aims to achieve by the end of 2024?  For us, there are timeless objectives and others that are short and medium-term. I'll start with those that are short and medium-term. Since 2023, BySix has been reinventing, professionalizing, and enhancing its management areas. To this end, at the beginning of 2023, we rebranded, began the path to obtaining the ISO9001 certification, which attests to our management capabilities, and revisited all processes in every area involved in our business. It was the year of the least growth since our founding, slightly below 50%, but still surpassing the forecasts set during the first quarter of the year. For 2024, we envisioned something different, investing in satellite areas, which are no less important, with the creation of a marketing department. This area has helped us not only promote the brand but also establish it better in the market, revisiting all our communication. We now have the possibility to communicate better, be clearer, and with our usual transparency, reflect all the work we have been doing with our partners. We are also aware of the changing market paradigm; our clients and potential clients have become much more meticulous in their choice of partners and collaborators in recent years, and we believe we are up to the challenge, aiming to forge new relationships and continue growing at the same level as previous years. Being accustomed to growing every year, it is imperative to state that this must be one of BySix's timeless objectives. However, we must not only aim to grow but also have well-established foundations to do so sustainably. 2. What are BySix's main target markets, and how are they being approached?  Some sectors, such as logistics, automotive, and finance, were fundamental pillars in our founding and growth. BySix, with its immense accumulated know-how in these areas, has also been an integral part of the engine for several companies in these markets. In recent years, we have also been approaching other sectors and are beginning to feel comfortable navigating them both technically and in terms of business. Since 2022, we have expanded into and learned more about sectors such as retail, hospitality, telecommunications, and energy, reaching 2024 with the certainty that we are also an added value for our partners in these areas. A large portion of our development and consultancy services are exported (between 80% to 90%), but we can apply much of the experience we have gained in any country, naturally respecting the nuances and rules that each country imposes. I would be proud to state the opposite‚ÄĒthat 80% to 90% of our work is developed nationally‚ÄĒbecause that would mean we are part of the national technological growth. Our approach will continue to be the same: we will work to embrace challenges where we are confident we are the ideal partner and an added value for the client and the sector they belong to, regardless of their nationality and location. One thing is certain, we will always be transparent and honest, as that is the foundation of a quality and long-term relationship. 3. What are the main differences between BySix and its competitors?  BySix is characterized by a culture of proximity and trust. It may seem like just another pleasant phrase to read that all our competitors use, but we truly foster closeness among all employees, regardless of their hierarchical level. Before founding BySix, I was involved in several international projects, dominated by Nordic culture, where the demands ranged from technical aspects to leadership. However, some of the various guiding principles I most appreciated were the trust they placed in each other's work and the relentless pursuit of evolution and learning. If we combine Nordic culture with the warmer side of Latin culture, i.e., empathy, concern for others, closeness, and our fearless attitude, we end up with the foundations that, in my opinion, create the ideal place to work. Therefore, besides our extreme technical capability, which is a given due to the essence of our company, BySix stands out for its closeness, trust, self-criticism, and fearlessness‚ÄĒthis is how we can successfully face the challenges we set for ourselves, with the excellence that our clients and employees demand. 4. How has BySix adapted to market changes and trends?  In recent years, probably the most significant change we have observed is related to the balance between professional and personal life and the demands this brings not only organizationally but also in terms of security. Until 2019, all our employees worked on-site, already with the necessary flexibility to cooperate remotely when needed. The pandemic years did not bring anything new to us regarding the work regime, and we already felt prepared for both remote and hybrid work, with this adaptation occurring very naturally. We established, in agreement with our teams, that hybrid work is the best fit for our reality. Often, I am asked, "why not fully remote?" and the explanation is simple: we want to continue fostering our culture, working, and having fun together. Thus, being together one or two times a week does not necessarily mean sacrificing balance‚ÄĒit means helping to maintain it, because, whether we like it or not, friendships are also formed at work, and these are bridges between personal and professional fields. 5. In which specific areas of our operation do you see the greatest need for growth or improvement?  I cannot and should not isolate one specific area. We have the necessary humility to state that all areas should be reviewed, reinvented, and improved whenever necessary, whether in terms of processes, technical aspects, or even the number of human resources. The job market and our sector are constantly changing. "Small" novelties, such as the significant advancement of artificial intelligence in recent years, have changed our perspective in an instant, creating countless opportunities technically, structurally, and behaviorally. I will give a small example: a few years ago, we had to conduct numerous technical validations as a first screening of candidates for our vacancies. Currently, the entire first line of screening is done with artificial intelligence; the ATS platform we currently use automatically transforms and analyzes candidates' resumes, greatly facilitating the work of the recruitment team. However, there are some identified areas where we want to continue improving, such as in talent monitoring and retention. Not because we are not doing it, but because in a competitive market like ours, it is necessary to stay at the forefront so that all employees can make this journey together. The sentiment of a "job for life" no longer exists as it used to, but we know that the best asset is inside our doors, not outside.

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Understanding the differences between nearshore, offshore, outsourcing, and consulting
Understanding the differences between nearshore, offshore, outsourcing, and consulting

In the globalized business environment, companies often seek external expertise and services to enhance efficiency, reduce costs, and focus on core competencies. Terms like nearshore, offshore, outsourcing, and consulting are frequently used, but they refer to distinct strategies. This article will clarify these concepts and highlight their key differences. Nearshore Nearshoring involves outsourcing business processes or services to companies in nearby countries. The goal is to take advantage of geographical proximity, cultural similarities, and time zone alignment. Advantages:     - Easier communication due to similar time zones.     - Cultural and language similarities can reduce misunderstandings.     - Shorter travel times for in-person meetings.Disadvantages:     - Cost savings may be less significant compared to offshore outsourcing.     - Potential for fewer available skills and resources than offshore locations. Offshore Offshoring involves relocating business processes or services to companies in distant countries, often in different continents. The primary motivation is usually cost reduction. Advantages:     - Significant cost savings due to lower labor costs.     - Access to a larger talent pool and specialized skills.     - Ability to operate around the clock due to different time zones.Disadvantages:     - Communication challenges due to time zone differences and language barriers.     - Potential cultural differences that can affect collaboration.     - Longer travel times for in-person meetings. Outsourcing  Outsourcing is the practice of contracting external organizations to handle certain business functions or services, which can be either nearshore or offshore. Advantages:     - Focus on core business activities by delegating non-core functions.     - Access to specialized expertise and advanced technologies.     - Flexibility in scaling operations up or down as needed. Disadvantages:     - Potential loss of control over outsourced functions.     - Quality concerns if the provider does not meet expectations.     - Dependency on the external provider for critical business functions. Consulting  Consulting involves hiring external experts to provide advice and solutions on specific business challenges or projects. Consultants typically offer strategic guidance rather than ongoing operational support. Advantages:     - Access to high-level expertise and best practices.     - Objective insights and fresh perspectives on business problems.     - Flexible engagement models (short-term or long-term). Disadvantages:     - High costs for expert consulting services.     - Recommendations may not always be practical or feasible to implement.     - Risk of reliance on external advice without building internal capabilities. Overview  Understanding the differences between nearshore, offshore, outsourcing, and consulting is essential for making informed decisions about how to leverage external resources effectively. Each approach has its unique benefits and challenges, and the right choice depends on the specific needs and goals of the business.

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Strengthening corporate cybersecurity: trends and practices
Strengthening corporate cybersecurity: trends and practices

In today's digital landscape, cyber threats are becoming increasingly sophisticated and frequent. For businesses, this means cybersecurity measures must constantly evolve to protect critical assets, sensitive data, and business continuity. In this article, we explore emerging trends and advanced practices shaping corporate cybersecurity. 1. Zero Trust Architecture (ZTA)   Zero Trust Architecture is an approach that assumes no entity, internal or external, is trusted by default. Implementing ZTA involves:     - Continuous verification: Access is continuously verified rather than just at the initial entry point.     - Micro-segmentation: Dividing the network into smaller segments to limit lateral movement of threats.     - Strict access control: Policies based on identity and context, such as user location and behavior. 2. Artificial Intelligence and Machine Learning in Cybersecurity  AI and Machine Learning are revolutionizing how we detect and respond to cyber threats:     - Anomaly detection: Analyzing large volumes of data to identify unusual behaviors.     - Automated response: Automated scripts to instantly respond to common incidents, reducing reaction time.     - Predictive analysis: Forecasting potential attack vectors based on historical attack patterns. 3. Cloud Security: Protecting Hybrid Environments  With the increasing adoption of cloud solutions, securing these environments is crucial:     - Secure configurations: Ensuring default cloud configurations are altered to enhance security.     - CASB (Cloud Access Security Broker) tools: Monitoring and managing the use of cloud services to ensure compliance and security.     - Data encryption: Implementing encryption both in transit and at rest. 4. Incident Response and Recovery Plans  Preparation and response capability are critical in the event of cyber incidents:     - Incident Response Teams (IRT): Dedicated teams to handle security breaches and mitigate damage.     - Disaster Recovery Plans (DRP): Clear procedures to restore critical operations in the event of significant attacks.     - Simulations and training: Regularly conducting attack simulations to train staff and test the effectiveness of response plans. 5. Compliance and Regulations   Businesses must be aware of and comply with cybersecurity regulations:     - GDPR, LGPD, and other laws: Adapting privacy and security policies to meet legal requirements.     - Regular audits and assessments: Conducting periodic evaluations to ensure continuous compliance.   Corporate cybersecurity is not just a matter of technology but also strategy and organizational culture. Adopting a proactive and integrated approach can help businesses protect themselves against evolving threats. Invest in training, advanced technology, and robust policies to strengthen your organization's cyber resilience.

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Recruitment market trends for the second half of 2024
Recruitment market trends for the second half of 2024

The recruitment market trends for the second half of 2024 indicate a landscape undergoing significant transformations driven by technological advancements, evolving candidate expectations, and new demands from companies. With the emergence of new AI tools and a growing emphasis on diversity and inclusion, the recruitment landscape is rapidly adapting to meet the dynamic needs of the job market. This article explores these emerging trends and offers insights on how organizations can effectively prepare to attract and retain talent in the coming months. 1. Automation  Companies will enhance their HR operations by adopting AI to source talent, manage employee records, process payroll, administer employee benefits, oversee employee performance and productivity, screen r√©sum√©s of candidates and track applicants, onboard new staff and offboard employees. 2. Predictive analytics and data-driven HR  People analytics and data-driven HR practices enable employers to make more informed decisions about their workforce. Organizations will see an uptick in using tools that predict the likelihood of a candidate accepting a job offer. HR and people leaders will also draw insights from productivity metrics, turnover rate tracking and talent management platform data. 3. Flexible work arrangements  With the surge in remote and hybrid work arrangements, employees are searching for improved work-life balance. Offering a more flexible work environment is a great way to attract high-quality talent and cultivate a more engaged, productive workforce. Employees are looking for employers with empathy that value their personal responsibilities outside of work, and being able to accommodate these commitments makes a company much more appealing to employees. 4. Emphasis on benefits  Last year, over 59% of employees said they were willing to forgo a raise to receive better benefits from their employer. With a shift in focus to work-life balance and mental health, employees are looking for better health care and supplemental benefits offerings from their employers. Employers should highlight benefits packages during the hiring process to attract greater talent to open roles.  5. AI in Talent Acquisition   Artificial intelligence (AI) has made a significant impact on the workplace, and its popularity is rapidly growing. Both employers and candidates are turning to AI to streamline the recruitment process. For recruiters, AI saves time by assisting with job descriptions, pre-screening candidates, and managing real-time communication through chatbots. For job seekers, AI is being leveraged to enhance their job search. With the ability to write and customize resumes and cover letters, compare salary ranges, and experience a more efficient hiring process, AI has the potential to transform the job search landscape. 6. Focus on soft skills   Another talent acquisition trend we‚Äôll see in 2024 is a greater focus on soft skills rather than years of experience or educational background. Organizations are turning to skill-based models, allowing them to build a skills database customized to their needs. This strategy helps the HR team and hiring managers to better identify candidates who are best suited for the position based on their potential and proven ability to perform. There is a shift towards considering a candidate‚Äôs soft skills over their technical skills since technical skills can be taught through upskilling, and soft skills are a better indicator of cultural fit and growth potential.  7. Global Workforces  Remote work has revolutionized the hiring process for companies by enabling them to cast a wider net in their search for top talent. By eliminating geographical barriers, organizations can now tap into a vast global talent pool. This approach not only offers access to a diverse range of skillsets, but it also offers significant cost-saving benefits. With these advantages in mind, companies are empowered to hire the best talent, regardless of where they are located. Utilizing an alternative workforce solution is a great way to broaden your workforce‚Äôs skillset while keeping costs down.  8. Recruitment process outsourcing  Recruitment process outsourcing (RPO) is when companies outsource their recruiting needs to a third-party provider. Outsourcing recruitment saves time and money, as the provider manages the recruiting process from sourcing and to pre-screening to setting up candidate interviews and initiating onboarding. Organizations often turn to RPO to allow them more time to focus on core operations and growing their business.    The recruitment market trends for the second half of 2024 indicate a landscape undergoing significant transformations driven by technological advancements, evolving candidate expectations, and new demands from companies. With the emergence of new AI tools and a growing emphasis on diversity and inclusion, the recruitment landscape is rapidly adapting to meet the dynamic needs of the job market.

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