How our software specialists are developed.
Training at Azendo is a programme with a manager, a plan and a score, because retention is the thing our model depends on most.
One system runs every specialist's development.
Talent Success runs in our operations platform, and every Talent Success Manager starts the day there. It shows whose enrollment is unfinished, which diary is missing, who has a 1:1 this week, and how team members and clients feel right now.
Enrollment
Skill profile, recurring 1:1s and client check-ins set up in one flow.
Skill profiles
Every skill the role needs, scored 1 to 10 and verified by the Talent Success Manager.
1:1 meetings
Well-being every two weeks and coaching as often as the plan needs, each with talking points and notes.
Development plans
Templates, action items and skill targets, with progress measured on both.
Satisfaction
Weekly diaries, well-being scores and your Friday score, charted over time.
Reviews
Quarterly 360-degree reviews from the team member, their manager, peers and you.
Resource library
Courses, videos and documents curated by the Talent Success team.
Team OKRs
Objectives for each client account, with development work linked to them.
Development plans, coaching and review.
Each team member has a development plan, regular coaching and performance reviews handled on our side. You get the benefit without carrying the HR work. It's the part that turns offshore staffing into a managed service.
Development plans are set with each person every quarter and run for three months, aligned with the OKRs and team goals you share with us. They cover technical depth and the communication skills that decide whether remote delivery works. Check-ins and coaching come in between: weekly for some, every two weeks or monthly for others. Coaching is delivered in-house by people who know the team member and your product.
A well-being check-in every two weeks, plus coaching on whatever rhythm the person's plan sets: weekly, every two weeks or monthly. Issues surface while they're still small.
A development plan built with the team member every quarter, around your OKRs and goals for the team. Courses, internal training and one-on-one coaching where the gap is.
A client satisfaction scorecard reaches you every Friday. Anything rated below four triggers a response from us before it becomes your problem.
Quarterly reviews that bring the team member, their manager, their peers and you into one picture of performance.
Skills, training and review history build a live profile. When someone is ready for the next step, you see it before you have to ask.
What Talent Success looks like from the inside.
These are the views our Talent Success managers and service delivery managers work from every day, with sample data in place of real people and clients.
Every specialist starts with a scored skill profile
Enrollment is the first thing a Talent Success Manager does with a new team member. We take the skills the role needs from our skill database and score each one from 1 to 10 on how skilled and experienced the person is. They score themselves too, so a gap shows up from both sides before it shows up in your sprint.
- Required level, self-score and Talent Success Manager verification for every skill
- A well-being 1:1 every two weeks and coaching 1:1s on the rhythm the plan sets, booked as part of enrolment
- Regular 1:1 check-ins with you, set up in the same step
Development plans with skill targets you can hold us to
Each plan starts from a template and is made specific to the person. It holds action items as checkboxes, the resources to work through, and the skills the plan is meant to move. A skill scored 5 in the profile gets a target, say 8, for when the plan is complete.
Progress counts both the action items ticked off and the skill levels reached. Plans can go to you for review before they are approved. When a plan is completed, the new levels are written back into the skill profile, so it always describes the person as they are today.
- Plan templates, adjusted to each person
- Skill targets measured on the same 1 to 10 scale as the profile
- Personal goals kept alongside, linked to your product goals where the two meet
Satisfaction, measured from both sides
Team members write a weekly diary with their own score, and the well-being 1:1 gives the Talent Success Manager's. The two are blended with equal weight and charted over time, so we see the trend behind a single mood.
On your side, you are asked to score the delivery every Friday. That score sits next to your own self-assessment survey and an internal score from your service delivery manager. When any of these lines moves, it shows up on the Talent Success Manager's dashboard.
Your account, the way we see it
Every client account has a service delivery manager and the people assigned. The view shows the check-ins planned and held, your satisfaction trend and the objectives agreed for the account. It is the view your service delivery manager works from when preparing a check-in with you.
- Friday scores and check-in scores on one timeline
- Any score below four triggers a response from us
- Account objectives, with the development work that supports them linked underneath
AI training for every specialist.
Every specialist is trained in AI, whatever their role, so their work is AI enabled. Prompt and context skills used to be a job title of their own. Today they are expected of every engineer, so we train everyone.
It's also why quality holds as your team grows. Two engineers who have been through the same programme review code the same way. The standard stays the same when new roles join your committed monthly capacity.
With each specialist from their first day, running the 1:1s, development plans and reviews above.
A dedicated role focused on day-to-day wellbeing, office life and events, separate from career development.
An enterprise partnership gives every team member free access to LinkedIn Learning's full course library.
Playbooks, guides and recorded sessions people can draw on between formal training.
Regular sessions where engineers bring real problems to peers and seniors for a second opinion, alongside their scheduled training.
Every service line runs on the same Talent Success framework.
The commercial effect is retention. People who keep learning stay, and a team that stays together gets better at your product every year. How we develop people follows directly from our values.
Questions clients ask about Talent Success
Is Talent Success charged separately?
No. It is part of the monthly fee, alongside the people, their workplace and equipment, and your service delivery manager. There is no separate line for training or development.
Who runs the programme day to day?
A Talent Success Manager, assigned to every specialist from day one. They run the enrollment, the 1:1s, the development plans and the reviews. A separate Workplace Experience Manager looks after day-to-day wellbeing and office life.
What do you need from us as a client?
A delivery score every Friday and your time for regular check-ins with our Talent Success team. You are also asked for input to the quarterly 360-degree review, and you can review a development plan before it is approved.
What happens if a score drops?
We respond to anything you rate below four, and your service delivery manager and Talent Success agree a plan of training and coaching with the team member. A falling trend in a person's own scores or well-being 1:1s shows up on the Talent Success Manager's dashboard, so it is picked up in the next 1:1.
Can we see how our specialists are developing?
Yes. Our Talent Success team can take you through each person's skill profile and development plan. Plans can be shared with you for review before approval. Promotion readiness is flagged when skills, targets and review history support the next step.
Is every specialist trained in AI?
Yes. Every specialist is trained in AI, whatever their role, so they are AI ready and their work is AI enabled. The training is part of the Academy programme, for developers, testers and designers alike.
What does a development plan cover?
Skill targets, the training to reach them and the coaching in between. A plan is built with each team member every quarter and runs for three months. We ask for your company OKRs and your goals for the team, so every plan points the same way as your business.
Why does training matter for our product?
Because people who keep learning stay, and that protects your product knowledge. An engineer who stays three years carries context a replacement would need months to rebuild. In a managed team, keeping that engineer is the provider's job. Under staff augmentation, it is left to you. That is why a dedicated software development team at Azendo is built to stay for years.
