From EVP to multiverse, with the Solutis Way

Key takeaways

• The plurality of profiles, trajectories and work contexts, which might have seemed like complexity, revealed itself to be Solutis's main competitive differentiator as an employer brand.
• A consistent EVP needs to be anchored in the existing culture code, not layered on top of it.
• Translating organizational identity into concrete experience is a condition for attracting and engaging talent in highly competitive markets, such as technology.
• A well-structured career architecture allows each professional to understand their current position, their potential and the possible paths for growth.
• Clarity about what it means to belong to an organization creates greater consistency between words and practice in decisions about career, leadership and development.

The dilemma

Solutis had just consolidated its culture code, the Solutis Way, a synthesis of its way of thinking, acting and relating.

Built from the integration of purpose, values, leadership and communication, the Solutis Way offered a solid foundation to guide behaviors and decisions. Its purpose already clearly expressed the organization’s ambition: to impact people, clients and society through a passion for technology.

But there was still an important question to be answered: what was the unique value that Solutis offered to the people who chose to build their professional path within the company?

In a context of strong growth and high competitiveness for attracting and retaining talent in technology, it was necessary to turn culture into experience and translate identity into a value proposition perceived by each employee.

What we heard

Throughout the diagnosis, we found an organization marked by a diversity of experiences, trajectories and work contexts.

Solutis was present in different regions of the country, operated in multiple market segments and brought together professionals distributed among remote operations, in-house structures and teams allocated at clients.

This plurality appeared everywhere: in professional histories, in profiles, in the challenges faced and in the ways of contributing to the business.

What might initially have seemed like complexity revealed itself to be one of the organization’s greatest strengths.

We realized that the company was not seeking to standardize people. On the contrary. Its differentiator lay precisely in its capacity to embrace different perspectives, competencies and trajectories, allowing each professional to build their own journey.

It was from this perception that the main attribute of the employer brand emerged.

What we built

Based on the listening and the analysis of the organization’s cultural patterns, we developed the Solutis EVP:

“We are plural so that each Soluter can be singular.”

The proposition connected the employee experience directly to the purpose already established by the Solutis Way, reinforcing the idea that the organization’s plurality exists to enhance the singularity of each person.

With the EVP defined, we redesigned the employee journey, creating more coherent experiences from attraction to professional development.

The work also gave rise to a structured career architecture, in a multiverse environment, supported by an integrated matrix of competencies and professional categories.

This structure allowed each Soluter to understand more clearly their current position, their potential and the possible paths for their growth within the organization, connecting individual development to the strategic needs of the business.

What it cultivated

The project helped strengthen Solutis’s value proposition at a decisive moment in its trajectory.

By turning culture into concrete experience, the organization expanded its capacity to attract, develop and engage talent on a national scale.

The clarity about what it means to be a Soluter came to guide decisions related to career, leadership and development, creating greater consistency between words and practice.

During this period, the company accelerated its growth, going from approximately 600 employees to more than 1,200 professionals, while also expanding its presence in strategic markets such as Financial Services, the Public Sector and Utilities.

More than supporting the organization’s growth, the EVP helped preserve what made it unique: the capacity to be plural enough for each person to express their singularity.

Frequently asked questions

What is the Solutis Way?

The Solutis Way is Solutis's culture code, built from the integration of purpose, values, leadership and communication. It guides behaviors and decisions in the organization and expresses the purpose of impacting people, clients and society through a passion for technology.

What is the Solutis EVP and how was it defined?

The Solutis EVP is 'We are plural so that each Soluter can be singular'. It emerged from the cultural diagnosis that identified the capacity to embrace different perspectives, competencies and trajectories as the main attribute of the employer brand.

What is the career architecture in a multiverse environment developed in the project?

It is a structure supported by an integrated matrix of competencies and professional categories that allows each Soluter to understand their current position, their potential and the possible paths for growth, connecting individual development to the strategic needs of the business.

How does the EVP project relate to Solutis's growth results?

During the period in which the EVP was developed and implemented, Solutis accelerated its growth, going from approximately 600 employees to more than 1,200 professionals, and expanded its presence in segments such as Financial Services, the Public Sector and Utilities.