Thinksol carefully selects its consultants from top universities and from various professional backgrounds. Consultant selection is a planned operation involving aptitude tests, auditions, an interview process, and the recommendation of the institute concerned.

On joining Thinksol entrants are required to sign service and confidentiality agreements, in which they accept to stay with Thinksol for the three years following their initial year of training. Thinksol invests a large portion of its resources in training and therefore requires such an agreement to be signed by permanent employees. The confidentiality agreement is aimed at providing protection to the intellectual property rights of Thinksol and its clients.

The experience and skills acquired by consultants abroad are fruitfully used in enriching the knowledge of their counterparts in India, and are also applied in projects for Indian clients. Thinksol feels it is crucial to utilise this knowledge and experience. It is, therefore, in the interest of the country and of Thinksol that overseas deputation agreements are drawn up with its people.

The location of work is determined by the following considerations:

Location of the client and the skills required by the client organisation. Redeployment of resources across branches to meet workload and skill requirements. Location rotation of people to widen their horizons and professional outlook, and to provide opportunities to work as module leaders, project leaders, etc.

Thinksol does not make any recruit sign a bond per se. However, there is a standard service agreement that is more like a memorandum of understanding between the individual and the organisation. A substantial amount is spent in the training and development of its employees. In addition to this formal training, there are a host of professional development and continuing education courses provided to recruit to groom them into world-class professionals.

It is only fair that a service agreement is entered into to ensure that both Thinksol and its employees optimally leverage and mutually benefit from these inputs for at least two to three years. We would like our employees to be our partners in growth. We at Thinksol follow the '4E' approach for individual development — exposure, experience, expertise and excellence — and the agreement acts as a potent instrument in aligning the recruit's career with the 4E model.

For the first 18 months we acclimatise you to the organisation and to consulting as a profession through our domestic projects. After this, depending on project requirements, you get a chance to prove your mettle in overseas projects. It has generally been observed that a recruit gets to go abroad within 36 months of joining the organisation.

Yes, because we believe in shaping your career while ensuring that your skills are maximised. Consequently, you get exposed to different industry and service practices and software platforms. Thinksol follows a systematic job rotation process.

Yes. Deserving employees are granted sabbaticals, with the understanding that their newly acquired knowledge will add value to the company.

In this day and age, when technology and networking has crunched distances and melted boundaries, no business entity can remain totally insulated from the global environment. However, due to our global presence, dynamic business strategies, wide assignment portfolio, longstanding client relationships and credibility, we are confident of achieving significant business growth this year.

Yes, and the recruitment process is driven by business needs.