Values Operating Philosophy

Our Core Values

At Arctern, we offer a professional and stimulating work environment that values integrity and a culture that draws on each other’s capabilities and experiences to motivate and inspire one another to give of our best as we help clients become high-performance businesses.

Our Core Values have shaped the culture and defined the character of our young company, guiding how we function, behave and make decisions.

Please click on options below to know more.

	Employee Fullfilment		Customer Evangelism
	Work Culture		Global Culture
	Give Back

Employee Fullfilment

Valuing time through right fitment

We take great care to ensure we recruit the right person for the right job. Recruiting right does not end with an offer letter. We nurture and encourage employees to drive their careers forward at Arctern, ensuring they are working on tasks that best matches their skill sets and experience at all times.

Rewarding and recognizing employees

Our employees are our greatest asset and the primary reason of our success. We recognize, reward, and celebrate their accomplishments.

Career pathing toward growth & fulfilment

We are committed to providing employees with opportunities for personal and professional growth. We encourage investment in continuing education and training, and provide multiple opportunities for professional advancement and empowerment within the company.

Building Workplace to be an extended family

Our workplace is a like an extended family, centered around the following values:

Trust: We emphasize integrity in every aspect of our operations. We treat our employees with respect, fairness and integrity at all times and expects the same in return. We must be scrupulously truthful with our clients, our coworkers, and ourselves in our professional and personal actions and work
Work-life balance: We encourage our employees to balance their work and personal responsibilities through various programs. We strive to provide employees with the tools and opportunities necessary to maintain a healthy, balanced lifestyle
Personal support: We seek to provide employees an environment where the company helps them exceed their own expectations. Equally, we want them to feel that they can count on the company to help them deal with personal problems that might adversely impact their work performance, health, and well-being.

Customer Evangelism

Work for Them – It works for Us

We exist because of our customers. Only by satisfying our customers first do we have the opportunity to satisfy the needs of our other stakeholders, including employees.

Listen to Them and Lead the Way

Customer satisfaction and loyalty start with listening. Listening to customers and really understanding what they’re saying, is critical to build effective solutions that meet their needs.

Treat them Well to Soar the Skies

We believe that our customers wish to see us succeed. Pleasing every customer is extremely important to us. We will always go out of our way to act in their best interests.

Work Culture

Code of Ethics

Integrity, honesty, credibility, and reliability ,are the foundation of who we are at Arctern.. Our Code of Ethics and Core Values are expectations of professional behavior that extends to all employees both in their interactions with one another and with others.

Global Culture

Utilizing global skills and respect cultural diversity

We embrace diversity of people, cultures, races, and religions. We see it as a critical advantage in our quest to become a global leader in our chosen space. We are committed to investing in multi-cultural awareness programs to enhance partnerships and help benefit our customers and employees across different geographies.

Identifying global needs to strategize

We will identify customer needs from a global perspective and factor it into the design, development, and distribution strategy of our services. We will invest in the latest technologies to bridge physical distances between our customers, employees, and other constituencies around the world

Connecting globally through people and props

We will invest in the latest technologies to bridge and narrow the physical distances between our customers, employees, and other constituencies around the world. We will also invest in multi-cultural awareness programs to build better partnerships and help benefit our customers and employees across different geographies. Arctern will aim to be a company without borders driven by its own global culture yet respecting local practices.

Give Back

Each year we will give back to the underprivileged and non-profit organizations that help the needy. Giving back can be in terms of financial aid as a percentage of annual profits, volunteering services, donations of services, sponsored events, and so on.

Training

At Arctern we appreciate that the quality of work and its efficiency would suffer greatly without training classes. We realize that it always pays to do a job correctly in the first place than to make corrections later or do a job over again.

It is well established that well-conceived and executed training programs help increase productivity, boost employee morale, and increase efficiency in business processes.

Our in-house experts provide focused training on various aspects to remote resources hired and brought on board.. Typically, the training sessions cover: English language skills (spoken and written English, grammar, free speech, etc.), functional or process training (depending on the client requirement), and talent development. We also train them on presentation skills, time management, stress management, change management, conflict management, problem solving, etc.

Our customers see value in the training we offer the remote resources we hire on their behalf, as they find it raises their morale, boosts efficiency, helps maintain high standards and allows them stay on top of new developments.

Management Oversight

As part of our business model and depending on the nature of engagement, Arctern assigns each billable position to an Service/Engagement Manager who is a non-billable resource for the customer. Our goal is to ensure that your employees are always on the right track - whether it is from a functional or operational standpoint. The extent to which the Service/Engagement Manager is involved in a matrix reporting structure is set by the client. The service/engagement manager can be present for daily or weekly briefs and their objective is to be your eyes and ears at the RemoteHire® employee’s location. They also act as the liaison and first point of escalation for each of the three entities in our triangulated business model – the customer, the employee, and Arctern.

Regardless of the country or culture, employees come in different forms. Some may need a higher level of oversight or hand-holding compared to others. Whether you want to track or manage the periodic time-log, status reports, holiday & leave management, delivery deadlines, appraisals, two-way feedback, incentives, or any other administrative, financial, or HR related issues or concerns, please count on your service/engagement manager at Arctern.

We recommend clients that they deliberate with their assigned Service/Engagement Manager during the early recruitment stages and mutually determine the type of involvement required or desired. As the primary (functional) reporting entity for the employee is at the customer site, it is important that the client communicates to their RemoteHire® employee the extent to which the Arctern’s Service/Engagement Manager will be involved in a matrix management to help them interact accordingly.

Performance Indicators

In our triangulated business model/relationship (Arctern, customer, employee), the functional Key Performance Indicators (KPIs) exist directly between the customer and the RemoteHire® employee. With this model, functionally we are always on the client’s side regardless of the changes in scope or project.

The best KPI we offer though is the fact that you can “pull the plug” on any contracted employee serving the notice period, and we would have to go and find a replacement – again no different from how you would handle non-performing in-house employees. What’s more, you don’t have to pay for any downtime. With this leverage that the customer controls, we have an automatic incentive in ensuring that we do our best in recruiting the right resources together (which would be Arctern’s KPI), and helping ensure that they are productive as per our scope, which is limited to HR/Admin/Finance/Infrastructure issues.

On the same hand, the customer also shares equal responsibility for training and deploying a successful functional model where the right skilled employees do have the ability/framework to excel/outperform. It is like having your own extended HR department and operational management team and infrastructure in another country.

You can put any KPIs for these positions (like you would for your in-house employees) with the understanding that they would be replaced if the KPIs are not met. What we require is the commitment to give the overall program the chance it deserves for the term of the contract. If we don’t bring the right level of skilled resources for you to interview, or provide them the infrastructure within which they can succeed, we would fail our KPIs as a company. Assuming there is a certain level of functional management which may be localized, we may suggest a respective Team/Project Leader position (which would have its respective set of KPIs.) to minimize management at your end.

We recognize that your decision to globalize your company functions to a globalization company is a very important one. We want you to be very comfortable in partnering with us and have our designed policies to be friendly and encouraging for our customers toward such decisions. We recommend that you review our free no-obligations proposal which we can send to you upon getting a better understanding of your immediate needs along with our Standard Master Services Agreement. It may further help answer/evaluate some of your questions/concerns.

Corporate Governance

Arctern is committed to high ethical standards and operations excellence at every location where we operate. Our corporate governance systems and practices are designed to benefit both our customers and our stakeholders, and are essential to our long-term business success.

Our corporate governance framework conforms to the statutory and legal norms in force in countries where the company operates.

Reporting Framework

All Arctern employees shall have a sold line reporting to the concerned Senior Management team member and in case of employees who have to interact with US customers, such employees, shall have additional dotted line reporting to the US manager, restricted to the functional aspects pertaining to the engagement. This is critical to hold local employees accountable and answerable for their actions to the local management within the statutory & legal jurisdiction of the local entity.

Given the stringent legal liabilities, risks and responsibilities imposed on the company and its directors, it is very important that the US manager restricts the RemoteHire/RemoteCaptive resource/s communications scope for functional and SLA (service level agreement) related areas only.

Any innocent breach of reporting framework or erroneous expectation setting regarding reporting and communication framework are likely to dilute the core ideologies of the company and would open up the company and the board to unforeseen liabilities.
It is important to note that there is an automatic escalation path built-in locally up to the MD/CEO & Board of Arctern which comprises of leadership at the highest level of the company if escalations are not properly addressed

Crystal

Crystal represents a family of light-weight, adaptable approaches to software development. Its key tenets are driven by such factors as team size, system criticality, and project priorities. Crystal promotes early, frequent delivery of working software, high user involvement, adaptability, and the removal of bureaucracy or distractions.

Lean

Lean Software Development is actually a set of principles transferred to the software domain from manufacturing. Essentially, it is a systematic approach to identify and eliminate waste through continuous improvement. The approach reduces defects and cycle times.

Lean

Benefits of RemoteHire®

Save cost on human resource: Save 50-65% on employee cost and yet have the best minds and the most competent professionals work for you, delivering tangible value-addition to your business.

Complete control over remote hiring: You can select profiles/resources according to your requirements – resources who have already been shortlisted following our rigorous and world class recruitment process. Ahead of our getting them on board, you will have opportunity to interact with them and gauge their suitability for your requirement.

Large talent pool to choose from: We have ready access to a large and highly diverse pool of skilled resources, which makes us well-equipped to meet your diverse business needs.

Free your resources: With a competent team of remote resources working for you, your employees can concentrate their time and energies on core areas of your business.

Scale up operations when you need: You can, if you prefer, start with even one resource and scale up the remote team size according to your business need.

Total visibility and control over operations: You are enabled complete visibility and control over the operations in real time with state-of-the-art remote interaction and management tools aiding in this effort

World class infrastructure and facilities: When you engage with us you can forgo the cost of renting out office space and various facilities. Our world class infrastructure and facilities fully complement our services. What’s more, they come to you at no extra cost.

Information & data security: Our clients are fully assured of global standards of information and data security, which extends from network level and data level security to physical security.

Round-the-clock shifts: You can take advantage of time zone difference and our multiple shift operations to reduce work turnaround time and improve efficiency.