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#Nimble robotics glassdoor professional

In this way, those in charge of placement in the organization can receive data and insights that will make it possible to find out which employees lack professional training, and locate employees in the organization who are suitable for vacancies, instead of recruiting additional or temporary employees. The employee enters in their skills, professional knowledge and aspirations, and receives suggestions for advancement and career development: For example, temporary projects in the organization that will perfect their abilities without taking up more than a few hours a week, or a connection to a mentor to help with guidance. The company's system, designed for organizations that employ thousands of employees and more, analyzes the possible career paths for each employee in the organization.

One of the most prominent companies in the industry is Gloat, which has developed a kind of 'internal organizational LinkedIn'. In recent years, Israeli high-tech has become increasingly powerful in the field of HR-Tech, technologies for managing personnel in organizations - from recruiting employees, to activating them to empowering them. The easiest way to achieve the powerful capabilities is, of course, to pay for them, which accounts for most of the company's revenue, alongside a secondary revenue stream from displaying advertisements. Candivore took it one step further, turning the familiar game mechanism into a fast-paced, intense, surprising and addictive competition arena: each match at Match Masters pits two contestants, who choose between 20 abilities before the game - the weakest of which are generously distributed to the player and the strongest are more difficult to achieve. Following the success of Candy Crush, hundreds of imitations have sprung up, which take the same gameplay and wrap it in a different graphics or add a story to it.

This is probably the best-known game mechanics in the world: Candy Crush, the most prominent and well-known of the Match-3 games, reached hundreds of millions of players and helped break the traditional boundaries of gaming. Match Masters, quite simply, is the competitive version of Match-3 games, in which players are required to arrange a game board and create threes of game pieces. Connecteam recently added a fintech element to the system, which allows small amounts of money to be transferred to the employee, as well as a feature of 'Connecteam Coins' that allows employees to be rewarded with 'coins' that can be converted into gift cards. The high-tech solution that Connecteam has developed appeals to the low-tech market: it establishes a kind of office and quick and simple Slack within organizations which are sometimes a bit outdated.

Connecteam’s platform encompasses all the interaction points with the employees: from the process of bringing the employee into the organization and absorbing them to monitoring shifts, days off and managing tasks. The company has developed an in-house communication platform that is primarily intended for companies whose many employees are spread over extensive geographical areas or do not have corporate mailboxes (which characterizes, surprisingly, about 70% of employees today). The growth of Connecteam and its potential lies in the strengthening of the global labor market and the demand for workers. It was only almost a decade later that they felt they were close to the solution and made the difficult decision to leave their cozy jobs and founded Optibus, which solves the problem of managing and planning mass transportation, a significant pain point, albeit not technological in its essence.

#Nimble robotics glassdoor crack

They still occasionally met to talk and discuss the idea, but it was more of an intellectual challenge, a sort of unsolvable math problem, which both of them as fans of riddles from childhood, were trying to crack for years. Even after they met and started working together on something reminiscent of a startup during the first year of their studies, they almost gave up on the idea and each started careers as employees at other companies.

Amos Haggiag and Eitan Yanovsky didn’t serve in Unit 8200 and didn’t know each other before coincidentally meeting while studying computer science and math at Ben Gurion University. This is not another of those stories of two guys who served in one of the IDF’s technology units and had an idea for a startup.