Equal Experts

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About the Company

Equal Experts is a global network of technology shapers. We’ll keep you innovating. Engaging 3,000 consultants across 5 continents, we help create leading digital products and services. We decide with data, design for users, deliver at pace and scale sustainably.

Our Certifications

See what we've been awarded.

2022

Certified Company
Certified Company
2022

2021

This company has not yet been certified in this year
Company Headquarters

Headquarters location:

77 Farringdon Rd, London

Company Headquarters

Industry:

Information Technology

Company Headquarters

Company CEO's name:

Thomas de Cad’oro Granier

Company Headquarters

Number of employees:

1001 - 10000

Life in our company

See What It Is Like to Work Here

Why Equal Experts IS A MOST LOVED WORKPLACE®

Systemic Collaboration

EMPLOYEES COLLABORATE THROUGHOUT OUR COMPANY BY …

We have a flat hierarchy. Don’t take it from us, here’s what a team member says: “We operate a flat team structure; each member of the team is empowered to bring ideas to the table… and if the team is convinced gets to implement it. There’s no single leader in the sense of the most experienced person leading the team. Everyone is a leader in their own right and is trusted to help shape the work. In my opinion a significant thing for the EE team is to understand the client’s vision and mid-term objectives. Everything else flows from there.”

Positive Vision of the Future

EMPLOYEES AT OUR COMPANY HAVE A POSITIVE VISION FOR THE FUTURE BECAUSE …

Our founders had a vision for a company that would last 50 years. 15 years in, an Employee Buyout is planned for 2025 that will sustain long-term value for our customers and mutually beneficial relationships within our network. This option protects us (forever!) from the outside influence of short-term profit strategies.
Our culture and values are free to continue evolving but remain rooted in the same mutually beneficial aspirations that they always have. We are enshrining our ‘true north’ into a constitution that will be upheld by the Employee Trust owning the company.

Company Respect

WE SHOW RESPECT AND ENSURE THAT ALL VOICES ARE HEARD AND IDEAS ARE VALUED THROUGHOUT THE COMPANY BY …

Everyone has a voice and is expected to use it. We put psychological safety at the centre of our behaviours; it’s a key tenet of the way we work. Our psychological safety survey is a continuous process that’s always open for new submissions and is in constant use throughout the organisation. It’s the non-negotiable foundation to delivering client value and maintaining the haven that’s represented in our values.
As such, we give respect by default. We assume a level of ownership and accountability in our people, and respect their choices as grownups responsible for their own decisions.

Company Support / Killer Outcomes

WE SUPPORT OUR EMPLOYEES IN ACHIEVING THEIR PROFESSIONAL AND PERSONAL GOALS BY …

We support people to develop their skills through external and internal training, speaking opportunities, conferences and article writing. We are a learning organisation by design. Our employees’ development is their own responsibility, and the control and choice of learning experiences is entirely down to them. We fund up to five learning experiences per year, up to a cost of £3,500 per event; we even offer support for initiatives outside this allowance if a case can be made for it.

Alignment of Values

OUR COMPANY’S VALUES ARE ALIGNED WITH OUR EMPLOYEES BECAUSE …

Our founders had a vision for a company that would last 50 years. 15 years in, an Employee Buyout is planned for 2025 that will sustain long-term value for our customers and mutually beneficial relationships within our network. This option protects us (forever!) from the outside influence of short-term profit strategies.
Our culture and values are free to continue evolving but remain rooted in the same mutually beneficial aspirations that they always have. We are enshrining our ‘true north’ into a constitution that will be upheld by the Employee Trust owning the company.

Company Practices / Love

PROGRAMS AND PRACTICES WE GIVE TO OUR EMPLOYEES THAT CREATE A LOVED WORKPLACE ARE …

Everyone has the ability to enact change at Equal Experts. Things are not done to our people, we are shaped by our people. Everyone has a hand in our evolution.
Our Advice Process is the perfect example. When someone has an idea they want to pursue, they write a document explaining their reasoning, and ask for feedback from the 10 people it’s most likely to affect. If they’re still convinced, they publish their plan and goals, and get started. It’s a process that creates transparency, enables decentralised decision-making, and encourages people to nourish and shape the company’s vision for themselves.

CEO Strengths

OUR CEO SERVES AS A MODEL OF OUR COMPANY VALUES BY …

“I created the company I wanted to work in” – Thomas de Cad’oro Granier.
Thomas is the embodiment of our values. He wanted the freedom to make his own decisions, unfettered by rules he didn’t agree with; he wants the same for his team. He trusts people who are genuine and transparent about their goals and motivations. Thomas treats people as grownups, and accepts their mistakes as well as their successes. Failure is ok with him – it’s how we learn.
Thomas started his career as a software developer and then an IT consultant, so he truly gets it.

Benefits

EXAMPLES OF UNIQUE BENEFITS, BONUS, OR COMPENSATION WE PROVIDE ARE …

On top of an outstanding benefits package, we have other ways of making sure our employees know they’re valued.
Our employees benefit from the success they create. The work that they do comes back to them at the end of the year in a share of our financial profit. Every year we reserve 25% of our group profits to share with all our employees globally, from their very first day with the company. We know that our employees are helping us to build the company. Our success is down to them, and we share the rewards of that with them.

Our response to COVID-19

During COVID, we swiftly facilitated our teams to work from home, using excellent tools to make work as seamless and enjoyable as possible. We’re now evolving towards a remote-hybrid model, using feedback from our network to create a culture that works for our purpose, our teams, and our customers.
As always, we’ve proactively kept mental health foremost in our minds, openly sharing our needs and welcoming those of our people. We run workshops and our occupational psychologist is actively involved with our teams.
We maintain connection through co-working days, regional social events, and a cadence of as-needed in-person meetings.