Daemon

Our recognition framework helps to encourage this through People Manager thank yous, anniversary gifts, seasonal gifts and birthday gifts too! As a growing business we are constantly evolving and to do this well, we know our people have to be able to have their say – with that we do regular drop in’s to share new initiatives, retros’ to look back at what we’ve learned and all our Exec team are really approachable through their day to day interactions with their teams and beyond Ultimately though it really comes down to how we operate and get together as a remote by default business – this means that we pay close attention to getting together through 5 Unites days, 2 Daemon days and regular clubhouse/SA days. This embodies our approachable, pragmatic, passionate and progressive nature

Our Exec are all aligned to business areas, but more importantly work across the business in support of the North Star Ambitions. There are regular need to know sections at our bi-monthly Cascades (Town Halls) and there is a specific Exec update in these calls too to ensure the Exec are able to cascade messages throughout Daemon.

Culture Collab session monthly – themed recent one was on recognition and values Cascades every other week – business sharing of projects, welcome newbies, practice updates, message from exec Monthly survey’s through HRIS along with Annual participation in Best Companies and due to enter Times top 100 Colleagues meet with their buddies and PM’s every other month as min

Nature of Daemon is by virtue collaborative with teams from both SA and UK working on client projects together We have a number of working groups which pulls together people across grades, expertise etc to work on passion points within DEI, Culture, Environment, Social, Wellbeing and charity….they are encouraged to build the strategy for their group aligned to the NS ambitions and work together across groups to build annual initiatives to support employees this has resulted in steps challenges, Daemon day of giving, launch of cycle scheme etc Our culture, tech and consulting interviews also show this from the point people are introduced to Daemon Practices work collaboratively on client to get to the best solution for delivery – this has been evidenced with a number of our clients having more than one practices delivering projects and all running at once due to collaborative working practices

We’re a remote-first workplace, we always have been, even before the pandemic. We understand that everyone’s optimal working hours are different, our employees all live different lives and we embrace that. So, with hybrid at the heart, we ensure benefits aren’t just suited to a certain location or that only benefit those who come into the office. We regularly assess our salaries against the external market with twice yearly benchmarking exercises and once a year market rate increases where relevant, alongside our progression (pay and promo) review in April Whilst in the UK we have a wide variety of benefits, from private healthcare and life and dental cover in the UK, which is paid for by Daemon, to the electric vehicle incentive scheme which is optional for every employee. We offer a cash allowance to our SA colleagues who aren’t able to participate in the UK schemes Due to growth we have now instructed a Benefit broker as a partner to ensure that we have a constant review of our offering and the ability to pull all our renewal etc into one conversation, therein ensuring we are getting the best offering from our approach.